No abstract available.
Appointments and Schedules*

OBJECTIVE: The Positive and Negative Affect Schedule (PANAS) was developed as a measure of positive affect (PA) and negative affect (NA). The aim here is to examine the factor structure and concurrent validity of the Korean version of the Positive and Negative Affect Schedule (K-PANAS) in a clinical sample in Korea. METHODS: K-PANAS was administered to a clinical sample in Korea. Internal consistency, test-retest reliability, and confirmatory factor analysis (CFA) were undertaken to examine the factorial structure and reliability of the K-PANAS. RESULTS: The reliability of K-PANAS is satisfactory. CFA showed that several of the models commonly used in Western populations provided an insufficient fit. The modified model provided a more adequate fit to the data. CONCLUSION: The authors demonstrate that the K-PANAS has adequate psychometric properties, and that findings obtained in the West using PANAS were partially replicated.
Appointments and Schedules ; Korea ; Psychometrics

BACKGROUND: The aim of our study is to determine maximum surgical blood order schedule (MSBOS) in elective surgery through analyzing usage of blood products such as packed red cells and whole blood at Dankook University Hospital. We would like to establish the guidelines for effective utilization of blood products by introducing MSBOS to our hospital. METHODS: We calculated average amount of transfused blood for each elective surgery based on the discharge records of patients from January 1997 to December 1998 at Dankook University Hospital. Only those operations performed more than 5 times were included in this study. Average number of transfused units per patient of each operation was selected for MSBOS. RESULTS: For two years, the total number of surgery was 15,497 and the number of transfused operations was 1,682 (10.85%). Operation groups transfused below 10% was 77.3% of all 199 operation groups. The number of operation groups whose average of transfused blood was below 0.5 units was 80.3%. Type and screen (T&S) was recommended in 140 (70.4%) of all the operation groups. Of total groups MSBOS of 2 units was estimated in 4 groups (2.0%), of 3 in 14 groups (7.0%), 4 of 4 groups (2.0%), 5 of 2 groups (1.0%), 6 of 4 groups (2.0%), 7 of 7 groups (3.5%), and 8 in 2 groups (1.0%), respectively. CONCLUSION: We established MSBOS through the previous transfusion data of surgical operations over two years. To enforce MSBOS is needed for better medical services, which would decrease blood disuse and medical cost.
Appointments and Schedules* ; Humans

No abstract available.
Appointments and Schedules* ; Erythrocytes*

No abstract available.
Appointments and Schedules* ; Erythrocytes*

STATEMENT OF PROBLEM: Branemark or ITI are two currently most widely used implant systems but with contrasting design, surgical and restoration methods. PURPOSE: The purpose of this study was to compare changes and its statistical significance in bone height and shape which may rise due to the differences between two implant systems. Also to analyse the effect of inter-implant distance on annual bone height changes. MATERIAL & METHOD: Those patients who were treated with two or more of either Branemark or ITI implants at posterior mandibular area at Yonsei University Dental Hospital, Implant Clinic were selected. At annual examination appointments, standardised radiographs using parallel technique were taken. Marginal bone and inter-implant crestal bone changes were measured and following results were obtained. RESULTS: 1) When ITI and Branemark system were compared, both annual marginal and inter-implant crestal bone height changes in ITI system in the first two years were smaller than Branemark and they were statistically significant. On the third year, however, there was no statistical difference between two implant systems on their annual bone level changes (p>0.05). 2) The Marginal and inter-implant crestal bone changes were compared when inter-implant distance was less than 4mm. Statistically significant bone level changes were noted on the first year only for ITI implants but in the first and second year for Branemark implants (p>0.05). 3) When comparing angulation changes between marginal bone and implant fixture, ITI system had smaller angulation changes but the annual changes were not statistically significant (p>0.05). CONCLUSION: Within the limitation of this study, it could be concluded that Branemark implant systems had more changes in marginal and inter-implant crestal bone level in the first and second year after loading with statistical significance. Further studies are recommended to see the effects of these bone loss during the first and second year after loading on the long term prognosis of Branemark Implants.
Appointments and Schedules ; Humans ; Prognosis

OBJECTIVES: To investigate sleep-wake patterns and chronotype in rapidly rotating shift nurses (SRN). METHODS: We translated and back-translated the Korean Munich ChronoType for Shift-Workers (K-MCTQ(shift)) with original authors' permission. In this study, 353 full-time, SRN (age 28.7±3.95 years 341 females, mean shift–working duration=5 years 9 months) at one university hospital completed the K-MCTQ(shift) and the Morningness-Eveningness Questionnaire (MEQ). Time in bed, sleep duration, and mid-sleep time (sleep onset time+1/2 sleep duration) were evaluated on work days and free days. Social jet lag was computed for each shift. Chronotype was assessed based on the mid-sleep time on free days corrected for sleep debt accumulated over the workweek (MSF(SC)). RESULTS: Sleep duration on workdays were 5.2 hours (day shift, D), 7.7 hours (evening shift, E), and 5.7 hours (night shift, N), respectively. Alarm clock usage on workdays was the highest in day-shifts (92.4%). The chronotype of 166 SRN who did not use alarm on free days was 6:09 h. Social jet lag was the longest in day-shifts (3.3 hours), and the shortest in evening-shifts (0.3 hour). Mid-sleep after the evening-shift (MSW(E), MSF(E), MSF(E)(SC)) showed significant correlations with MEQ scores. CONCLUSIONS: The Korean MCTQ(shift) provides actual sleep-wake patterns per shift schedule and chronotype in shift workers. We suggest that the sleep-corrected version of mid-sleep on free days after evening shifts (MSF(E)(SC)) is suitable for assessing chronotype in shift workers.
Appointments and Schedules ; Female ; Humans

This study was performed to guide the effective utilization of blood and optimal blood ordering schedule for various elective surgeries, based on the analysis of 1,462 transfused surgical procedures and 5,933 blood units transfused during operation in the period of two years through January, 197 to December, 1988 at Yeungnam University Hospital. The frequency of transfusion, and mean transfused units were evaluated and recommended blood unit for each surgical procedure was proposed. We assure that the successful establishment of this guideline can lead to substantial monetary saving, reduced blood outdating, and a decreased blood bank workload with a more appropriate allocation of the technician's time and effort.
Appointments and Schedules ; Blood Banks

BACKGROUND: The influence of sociocultural factors on human reliability within an open sociotechnical systems is highlighted. The design of such systems is enhanced by experience feedback. METHODS: The study was focused on a survey related to the observation of working cases, and by processing of incident/accident statistics and semistructured interviews in the qualitative part. In order to consolidate the study approach, we considered a schedule for the purpose of standard statistical measurements. We tried to be unbiased by supporting an exhaustive list of all worker categories including age, sex, educational level, prescribed task, accountability level, etc. The survey was reinforced by a schedule distributed to 300 workers belonging to two oil companies. This schedule comprises 30 items related to six main factors that influence human reliability. RESULTS: Qualitative observations and schedule data processing had shown that the sociocultural factors can negatively and positively influence operator behaviors. CONCLUSION: The explored sociocultural factors influence the human reliability both in qualitative and quantitative manners. The proposed model shows how reliability can be enhanced by some measures such as experience feedback based on, for example, safety improvements, training, and information. With that is added the continuous systems improvements to improve sociocultural reality and to reduce negative behaviors.
Appointments and Schedules ; Humans* ; Social Responsibility

BACKGROUND: Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. METHODS: In this study, 125 randomly selected employees of an Iranian petrochemical company participated. The data were collected using the demographic questionnaire, Osipow occupational stress questionnaire to investigate the level of job stress, Job Descriptive Index to examine job satisfaction, and Hersey and Goldsmith questionnaire to investigate productivity in the study population. RESULTS: The levels of employees' perceived job stress and job satisfaction were moderate-high and moderate, respectively. Also, their productivity was evaluated as moderate. Although the relationship between job stress and productivity indices was not statistically significant, the positive correlation between job satisfaction and productivity indices was statistically significant. The regression modeling demonstrated that productivity was significantly associated with shift schedule, the second and the third dimensions of job stress (role insufficiency and role ambiguity), and the second dimension of job satisfaction (supervision). CONCLUSION: Corrective measures are necessary to improve the shift work system. “Role insufficiency” and “role ambiguity” should be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity.
Appointments and Schedules ; Efficiency* ; Job Satisfaction*