No abstract available.
Hospitals, University*

Periodic Health Examination and Prevention Guidelines for Koreans were first proposed since 1988. Based on that guideline, clinical preventive services has been applied to clinic population in a few University Hospitals since 1991. In 1995, LHMP development committee in Korean Academy of Family Physician Society first published evidence based clinical practice guidelines and updated the guidelines in 2003. Lifetime Health Maintenance Program (LHMP) commitee represents efforts to take a more updated evidence-based approach to the development of the third updated clinical practice guideline in 2009. We focused on approaches that can reliably assess the extent of updating required, a model of limited literature searches with modest expert involvement to reduce the cost and time.
Hospitals, University ; Humans ; Physicians, Family

BACKGROUND: A good doctor-patient relationship should be based on mutual understanding and reliance. Proper conversation and same understanding of the use of this terminology is needed. This study was designed to make a comerstone to establish appropriate medical terminology by means of investigation of the meaning of 'neurotic' among family' physicians. METHOD: A questionnaire was sent to 971 family doctors registered as regular members in the Korean Academy of Family Medicine. We analysed 184 returned questionnaires. We calculated the percent for each item. Chi-square test used to analyse demographic characteristics and compare whether the word 'neurotic' has been used or not, and whether it was a proper medical terminology or not. RESULT: 82.6% of responders(152/184) were used to 'neurotic' as a medical terminology. Doctors in their thirties were the least using group(78.7%) and doctors working in university hospitals rarely used them being statistically significant (p<0.000). 82.5% of the doctors in using 'neurotic' responded it is not an appropriate terminology. The most frequent situation in using it was 'patient appealed organic symptom without abnormal lab result'(51.1%). The target diseases were not organic disorders such as functional dyspepsia(64.1%), tension headache(58.5%), psychosomatic or somatoform disorder(54.9%). 59% of the patients diagnosed as 'neurotic' gave unsatisfying responses. Family doctors recommended substituting to terminology such as 'functional'(33%), 'psychogenic'(31.8%), and 'stress-induced'(25.0%). CONCLUSION: Most family doctors were used to the word 'neurotic' but they did not think it was an appropriate terminology. There fore, other substitute words should be faken into consideration.
Hospitals, University ; Humans ; Surveys and Questionnaires

Acupuncture and moxibustion were introduced to Japan from China in the 6 th Century. Since then our ancestors adapted these unique techniques and knowledge to our climate and ethnicity, and eventually developed the Japanese system of acupuncture and moxibustion.Whether acupuncture and moxibustion therapy is successful or not depends on the knowledge and skill of the individual acupuncturist. However, in recent years, the role of medical doctors, nurses, physical therapist and other medical professionals working as a team has become particularly important, with some acupuncturist starting to work in university hospitals as part of these teams, and contributing to patient well-being.In this paper, to elucidate the roles of acupuncture and moxibustion in modern medicine, we show how acupuncture and moxibustion are applied in university hospitals, and how acupuncturists evaluate the effectiveness of their acupuncture and moxibustion.
Acupuncture ; seconds ; Moxibustion ; Hospitals, University ; Hospitals

PURPOSE: The purpose of this study was to assess the level of resilience to burnout and work satisfaction of hospice volunteers. METHODS: Participants included 235 regular volunteers at hospice facilities of two university hospitals and four general hospitals located in Busan. The study instruments were the scale of resilience to burnout and work satisfaction. The scale of resilience to burnout consisted of six dimensions (professional competency, accomplishment and worthiness, firm belief and value about their profession, good teamwork, support by their agency, and individual resources) and 31 items which were rated on a 5-point Likert scale, whereas the scale of work satisfaction consisted of 6 items which were rated on a 5-point Likert scale. Data were analyzed by descriptive statistics, t-test, ANOVA, Tukey and Pearson's correlation coefficient. RESULTS: The mean score of resilience to burnout and work satisfaction of participants were 3.59 and 3.69, respectively. The highest and lowest scores of resilience to burnout were individual resources (3.81) and accomplishment and worthiness (3.36). There were significant differences in resilience to burnout scores, depending on religion, health status, type of hospice facilities, and period of volunteer experience. There were significant differences in work satisfaction scores, depending on gender, religion, education level, health status, and type of hospice facilities. CONCLUSIONS: Continuous education and efficient management need to be developed to improve the level of resilience to burnout and work satisfaction of hospice volunteers.
Hospices ; Hospitals, General ; Hospitals, University ; Job Satisfaction

OBJECTIVES: The purpose of this study is to surmise appropriate level of medical manpower of mental hospital from the perspectives of clinical experts, psychiatrist and psychiatric nurse. METHODS: First, we wlleded data on medical manpower of domestic mental hospitals and foreign mental hospitals. Next, psychiatrists and psychiatric nurses were asked to complete a survey. We estimated the optimal level of medical manpower examining appropriate volume of medical services that should be provided for psychiatric patients, and analizying the survey carried out by direct questions. RESULTS: The number of psychiatrists of group A of private mental hospitals was 1.7 times more than that of public mental hospitals; when the number of psychiatrists in public mental hospitals was regarded as 1.0, and group B of private mental hospitals was 0.5 times, and the university hospitals 8.2 times. The number of psychiatric of group A of private hospitals was 1.5 times more than that of public mental hospitals; when the number of psychiatric nurses in public mental hospitals was regarded as 1.0, the group B of private mental hospitals was 0.6 times and university hospitals was 2.6 times. The foreign mental hospitals had more medical manpowers in all occupations than domestic mental hospitals. The number of psychiatrists estimated according to the first method was 11.1 persons and the number of psychiatric nurses was 26.3 persons per 100 beds, and the number of psychiatrists estimated according to the second method was 4.3 persons per and the number of psychiatric nurses was 20.8 persons per 100 beds. CONCLUSION: The estimated optimal number of psychiatrists for mental hospital is 4.3 persons and of psychiatric nurses was 20.8 persons per 100 beds. However, these numbers can be flexible depending on the ratio of short-term acute patients and long term chronic patients.
Hospitals, Private ; Hospitals, Psychiatric* ; Hospitals, University ; Humans ; Occupations ; Psychiatry

OBJECTIVES: The purpose of this study is to surmise appropriate level of medical manpower of mental hospital from the perspectives of clinical experts, psychiatrist and psychiatric nurse. METHODS: First, we wlleded data on medical manpower of domestic mental hospitals and foreign mental hospitals. Next, psychiatrists and psychiatric nurses were asked to complete a survey. We estimated the optimal level of medical manpower examining appropriate volume of medical services that should be provided for psychiatric patients, and analizying the survey carried out by direct questions. RESULTS: The number of psychiatrists of group A of private mental hospitals was 1.7 times more than that of public mental hospitals; when the number of psychiatrists in public mental hospitals was regarded as 1.0, and group B of private mental hospitals was 0.5 times, and the university hospitals 8.2 times. The number of psychiatric of group A of private hospitals was 1.5 times more than that of public mental hospitals; when the number of psychiatric nurses in public mental hospitals was regarded as 1.0, the group B of private mental hospitals was 0.6 times and university hospitals was 2.6 times. The foreign mental hospitals had more medical manpowers in all occupations than domestic mental hospitals. The number of psychiatrists estimated according to the first method was 11.1 persons and the number of psychiatric nurses was 26.3 persons per 100 beds, and the number of psychiatrists estimated according to the second method was 4.3 persons per and the number of psychiatric nurses was 20.8 persons per 100 beds. CONCLUSION: The estimated optimal number of psychiatrists for mental hospital is 4.3 persons and of psychiatric nurses was 20.8 persons per 100 beds. However, these numbers can be flexible depending on the ratio of short-term acute patients and long term chronic patients.
Hospitals, Private ; Hospitals, Psychiatric* ; Hospitals, University ; Humans ; Occupations ; Psychiatry

BACKGROUND: This study was designed to figure out how anesthesiologists think about their job values and expected tendencies through questionnaires. METHODS: The directions for completing internet questionnaires were sent to all members and semi-members of the Korean Society of Anesthesiologists by email. Paper version of the same questionnaires was sent to residents of some university hospitals, who did not answer the internet questionnaires. The questionnaires consisted of items of basic, 14 job values and 80 expected tendencies. The answerers were asked to choose 4 items among job values and 10 items among 80 tendencies. The answers were analyzed according to the groups of job positions, subspecialties, ages and gender. RESULTS: Among items of job values, 'decision making', 'taking care of people', 'working with my hands' and 'working with my mind' were chosen by more than 40% of answerers, and answer rates were similar between each comparative groups. Among items of expected tendencies, 'be calm in crisis', 'make decisions rapidly', 'be perfectionistic', 'be good coordinators', 'be self-confident', 'think logically', 'be tolerant of others', 'be able to do more than one thing at a time', and 'be persevering' showed high answer rate, but the answer rate of individual items showed some differences between groups. CONCLUSIONS: Although there were some items that showed different answer rates between groups, there was little difference in job values and expected tendencies between groups on the whole.
Electronic Mail ; Hospitals, University ; Internet ; Surveys and Questionnaires

PURPOSE: This study was done to investigate the factors affecting organizational commitment and turnover intention of hospital nurses. Empirical analysis on the mediating effect of the person-environment fit of organizational commitment and turnover intention and factors affecting this relationship were also examined. METHODS: Participants were nurses working in 4 university hospitals in Seoul or Busan. Data were collected between July 27 and Aug. 10, 2012 and for the final analysis, 393 data sets were used. The fitness of models were tested using AMOS 19.0. RESULTS: The fitness of the modified model showed high compatibility with the empirical data. In the modified model, organizational climate, professional self-concepts and person-organization fit were found to have significant effects on hospital nurses' organizational commitment. Professional self-concepts, personality, person-organization fit and person-job fit significantly affected hospital nurses' turnover intention. There was the mediating effect of person-organization fit between organizational commitment and turnover intention and factors affecting the relationship. But person-job fit was not found to have a mediating effect. Organizational commitment accounted for 49.8% and turnover intention for 39.9% of covariance in these factors. CONCLUSION: Nursing strategy for enhancing professional self-concepts and person-organizational fit should be planned by nursing managers.
Climate ; Hospitals, University ; Intention ; Models, Organizational ; Negotiating

PURPOSE: This study was designed to construct a model which explains the career management, career plateau and career satisfaction of the factors influencing the career commitment of nurses. METHOD: The data collection was conducted from Aug. 24, 2009 to Sep. 22, 2009 through self-reported questionaries. Participants were 441 nurses who had worked in 2 national university hospitals, 1 university hospitals, and 1 hospitals founded by business enterprises. The data was analyzed by SPSS 12.0 and AMOS 15.0 for structural model. RESULTS: Career commitment was directly impacted by career management, career plateau, career satisfaction. The predictable variables of the hypothetical model explained 28.4% of career commitment. Career commitment was significantly influenced by career management, career plateau, career satisfaction. CONCLUSION: The results of study suggest that some strategies are needed which focus on career management, career plateau and career satisfaction in order to promote the nurse's career commitment.
Commerce ; Data Collection ; Hospitals, University ; Models, Structural