中小病院 從事者의 外部環境要因과 職務滿足要因이 離職意圖에 미치는 影響

Abstract

Recent health care environment is changing very rapidly. Former national health insurance was expanded, improved economic status and aging of the population, disease, structural changes, including changes in economic and social environment as a significant health care needs and the demand for long-term care services continues to increase. As a result, hospitals nationwide in 2010, increasing by 85.5% in small hospitals in the entire hospital has become the distribution. Despite this, hospital management, but the distribution of earnings away from large hospitals, small hospitals compared to its far has led to the collapse. Small Hospital of the main factors for worsening of the business management of the backwardness of the system can have at its center workforce management. The reason for an organization that provides services to almost all the labor-intensive because the staff can be the most important factor. Therefore, in order to strengthen the competitiveness of small and medium hospital to manage the personnel should be followed. The purpose of this study is not the side of the healthcare industry in terms of hospital management consulting as well as nursing staff to access medical care personnel to target the entire camp, except the external environment and internal environment, identifying the impact of the turnover of personnel consulting in the future hospital Turnover for the effective management consulting for small and medium hospitals to improve the business environment is to provide a professional resource. For this study, the concept of community hospitals and small hospitals and health care environment changes based on the characteristics of small hospitals in 2010 were investigated on the status of employee turnover and turnover relating to the subject of this study and previous studies have looked at a model of turnover based on previous studies after Independent variables were set. Individual traits, independent variables, external environmental factors and job satisfaction were divided into three sub-parameters to extract the 19 small hospitals, each factor in the turnover intention of workers affects the content of the research model and hypotheses Was set. To test the hypothesis of this study by constructing a questionnaire distributed in small hospital staff 130 people by the target number of 111 valid data using the statistical program SPSS 18.0 statistical analysis was carried out. Implications of results are as follows. First, the personal characteristics factor difference can be seen from as age, education, marital status, work history, their duties, etc. Therefore, employees' job satisfaction and external environment factors, perception of influence given that the working environment and welfare carried out improvements to the system and the morale of employees, measures to raise the morale and the transformation of consciousness is required. Second, external environmental factors, according to their duties and job satisfaction results in a significant difference seen in the overall nutrition job duties, salary, communication, job satisfaction in other than the dropped role in business was also felt to be unclear. Is also a member of the hospital and was recognized as having a low turnover of social awareness opportunities appear to be higher than in other work duties to engage in a comprehensive nutrition, including nutritionists and chefs Workers' turnover compared to other job that I can see a high degree of job Nutrition for treatment need to be improved. Third, the affiliated hospital, listening to good reviews in the social support received by a decrease in turnover is expected to bar the media interviews of hospital, community service and social activities through a variety of hospitals to devise ways to raise social awareness, marketing and instill a sense of belonging to the same time, HR staff to utilize the measures seem to be seeking. Fourth, job satisfaction and lower turnover intention as can be seen from the higher salary as an employee satisfaction variables organization can be motivated to concentrate on the important factors that beloved job as well as employees engaged in essence is the goal. The hospital wage level is an objective as well as the pricing and the overall benefits through assessing the employee's overall job satisfaction liftoff? Ever will. In addition, for effective communication between staff other hospitals benchmarking successful method of communication or groupware system, the success of EMR or a pre-study to build a more efficient business management that is needed. However, because it has the following limitations should be supplemented by further research. First, mental hospitals and hospital workers target the elderly because you can not speak for the entire small hospital workers. In addition, the survey period limited to one month because of the temporal and spatial changes occurring in many different environments could be reflected. Second, the transport phenomena in small hospitals in the hospital through two studies in terms of managerial turnover in the beneficial aspects and political aspects and a comprehensive review of the hospital because of complete turnover of staff turnover need to explore in depth the determinants of can. Third, the Turnover is used as an independent variable rather than a hospital, the factors that companies so attuned to the hospital environment for the future of independent variables on turnover intention to extract more research needs to be done is to reality. Fourth, the questionnaire survey method is often relying on the contents of the questionnaire survey results based on respondents' attitudes are influenced by the inevitable tendency is limited. Therefore, it seeks to complement the needs of diverse ways. Third, the affiliated hospital, listening to good reviews in the social support received by a decrease in turnover is expected to bar the media interviews of hospital, community service and social activities through a variety of hospitals to devise ways to raise social awareness, marketing and instill a sense of belonging to the same time, HR staff to utilize the measures seem to be seeking. Fourth, job satisfaction and lower turnover intention as can be seen from the higher salary as an employee satisfaction variables hayeogeum organization can be motivated to concentrate on the important factors that beloved job as well as employees engaged in essence is the goal. The hospital wage level is an objective as well as the pricing and the overall benefits through assessing the employee's overall job satisfaction liftoff? Ever will. In addition, for effective communication between staff of other hospitals to benchmark successful method of communication or groupware system, the success of EMR or a pre-study to build a more efficient business management that is needed.