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KMID : 0608219980050020278
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Journal of Korean Society of Quality Assurance in Health Care
1998 Volume.5 No. 2 p.278 ~ p.294
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Job Satisfaction and Organizational Commitment of Quality Improvement Coordinators in General Hospitals
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박미현/Park, Mi Hyun
조우현/서영준/이선희/Cho, Woohyun/Seo, Yong-Joon/Lee, Sunhee
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Abstract
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This study was planned to provide basic data for activating quality improvement by
general hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows..
1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference.
2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly.
3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO´s, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators.
4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/ risk take behavior, it showed the higher organizational commitment.
5. For the aspect of QI job characteristics, QI coordinators´ job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI.
It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.
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KEYWORD
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