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의료기관 혈액원의 변화 및 대한적십자사혈액원에 대한 만족도 조사
최계령,김현옥,김신영,장충훈,최영실,김준년 대한수혈학회 2015 大韓輸血學會誌 Vol.26 No.2
배경: 지난 수년간 한국의 혈액제제 수급상황은 공급혈액원의 다변화와 의료기관 혈액원의 수적 정리 등으로 인해 많은 변화가 있었다. 본 연구에서는 현재 의료기관 헌혈혈액원의 기능현황을 파악하고 적십자사 혈액원이 제공하는 서비스에 대한 의료기관의 만족도를 조사하여 이전 결과와 비교하였다. 방법: 2014년 11월 총 64개 의료기관 혈액원 혈액은행 담당자에게 이메일을 통해 설문지를 발송하였으며 이 중 62기관으로부터 설문결과에 대한회신을 받아 내역을 분석하였다. 결과: 의료기관 혈액원의 수는 2004년 129개에서 2014년 64개로 감소하였다. 의료기관 혈액원을 운영하는 기관은 도서지역 의료기관 2곳을 제외하고 모두 총 병상 수 400병상 이상의 규모였다. 이들의 80% 이상은 대한적십자사의 헌혈자정보조회서비스 및 핵산증폭검사(Nucleic Acid Amplification Test) 검사결과 회신서비스에 대하여 만족하였다. 모든 1000병상 이상의 의료기관에서는 혈액원 업무를 이관할 의사가 없다고 답하였으며 혈액원 기능을 유지하려는 이유로는 지정헌혈 및 자가헌혈을 지속적으로 받기 위해서와응급시 신속한 혈액공급을 대비하기 위해서였다. 결론: 혈액관리업무의 주체는 국가임을 재확인하고, 대한 적십자사 혈액원과의 공조하에 국가혈액사업의 종합적이고 일관된 국가혈액관리정책을 수행하기 위한 구성된 위원회 및 정책실행기구를 설치해야 한다. Background: Blood supply circumstances in Korea have changed in recent decades because of blood supplier diversification and restructuring of hospital blood donation centers. The purpose of this study is to understand the current status of hospital blood donation centers and their satisfaction levels with the Korean Red Cross Blood Center (KRCBC) and compare with the previous results for sustainable development of the blood supply system. Methods: During one month in November 2014, we conducted a questionnaire survey through e-mail in 64 hospital blood donation centers which are approved by government. The response rate was 97% (62/64 hospitals). Responses from 62 hospitals were analyzed. Results: The number of hospital blood donation centers were reduced by half from 129 in 2004 to 64 in 2014. There was no blood donation center in hospitals less than 400 beds, except 2 hospitals; 23 hospital (37.1%) blood banks collected no blood components. More than 80% of hospitals were satisfied with the KRCBC service such as donor record lookup and nucleic acid amplification Test (NAT) results lookup. Hospitals with more than 1,000 beds replied that they would not take account of transferring the collection services to KRCBC because of the directed and autologous donation and unexpected emergency blood transfusion. Conclusion: The government should be the subject of national blood policy and establish a committee or agency for its comprehensive and consistent execution through close cooperation with the KRCBC and hospitals.
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소진 및 대처 유형이 조직시민행동에 미치는 영향 -적십자 혈액원 직원을 대상으로-
김영미 ( Young Mi Kim ),이기효 ( Key Hyo Lee ),김원중 ( Won Joong Kim ),박영석 ( Young Seok Park ) 한국병원경영학회 2004 병원경영학회지 Vol.9 No.4
The main objective of this paper is to investigate the burnout state, coping types, and their relationship with organizational citizenship behavior, and based on the investigation, to provide some reference materials for effective management of burnout and appropriate methods of coping. For this purpose, employees of Korean Red Cross Blood Center were selected as the subject of the research. Data for empirical analysis were obtained through mail survey using structured and self-administered questionnaire for 282 employees of five Red Cross Blood Centers across the nation. Following is the summary of the results: 1) Degree of organizational citizenship behavior was higher among the married, the forties in age, and the employees whose major reason for choosing to work at the Center was `to help other people.` On the other hand, degree of burnout was higher among the single but lower among the forties in age and the employees who chose to work at the Center because of suitable abilities and interests. As for the types of coping, problem-oriented coping method was more frequently used by the married, older, relatively more-educated and higher-grade employees. 2) Among the three kinds of burnout, `achievement burnout` was found to have the greatest influence on the organizational citizenship behavior, negatively affecting organizational citizenship behavior as a whole and all of its components except for `sportsmanship.` Next was `impersonality burnout,` which also had negative effect on organizational citizenship behavior as a whole, and altruism, conscientiousness and sportsmanship among the components. Finally, `emotion burnout` appeared to have positive effect on altruism and courtesy but negative effect on sportsmanship. 3) Among the various types of coping, `problem-oriented` and `positive perspective` coping methods were found to positively influence overall organizational citizenship behavior, whereas `stress dissolution` had negative effect. These results imply that special management, counselling and education are needed for sociodemographic groups with high burnout to utilize problem-oriented and positive perspective coping methods which are considered to have desirable effects in coping with burnout problems. In addition, some methods should be devised to prevent and manage the `achievement burnout` that was found to have great negative influence on organizational citizenship behavior.
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