• Title, Summary, Keyword: Role-based Performance

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The Effect of Authentic Leadership on Occupational Self-efficacy and Role-based Performance (진정성 리더십이 종업원의 자기 효능감과 역할 성과에 미치는 영향에 관한 연구)

  • Kim, Young Hyung
    • Journal of Digital Convergence
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    • v.11 no.4
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    • pp.101-108
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    • 2013
  • The main purpose of this study was to investigate the effect of authentic leadership on occupational self-efficacy and role-based performance and to investigate the effect of occupational self-efficacy on role-based performance. Moreover, another objective of this study is to analyse the mediating role of occupational self-efficacy in the influence of authentic leadership on role-based performance. To accomplish the purpose of the study, this study employed two methods: literature reviews and empirical studies. The results showed that authentic leadership increase employees' occupational self-efficacy and have a positive influence on role-based performance. And it was found that employees' occupational self-efficacy also positively affect employees' role-based performance.

Effect of Perceived Supervisor Support on In-Role and Extra-Role Performance: The Mediating Role of Job-Based Psychological Ownership (상사지원인식이 역할내 성과와 역할외 성과에 미치는 영향: 직무기반 심리적 주인의식의 매개효과를 중심으로)

  • Chah, Dong-Ok;Hong, Kwon-Pyo;Chang, Je-Wook;Park, Sung-Hyun;Kang, Geum-Won
    • The Journal of the Korea Contents Association
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    • v.12 no.2
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    • pp.398-410
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    • 2012
  • This study aims to investigate the effect of perceived supervisor support(PSS) on employees' in-role and extra-role performance by examining the mediating role of job-based psychological ownership(JBPO). Data were collected from 269 employees from a variety of companies. Both regression analysis and structural equation modeling were used. Previous research has found a positive relationship between PSS and job performance. However, empirical analysis has not yet demonstrated PSS-performance relationships mediated through JBPO. Thus, this study investigated this mediation in predicting in-role and extra-role performance. In the current study, JBPO was found to fully mediate the relationship between PSS and in-role performance and to partially mediate the relationship between PSS and extra-role performance. Future discussions and practical implications are discussed.

Men's Role Conflicts in Dual-Earner Family (맞벌이 가족 남서의 역할갈등에 관한연구)

  • 김태현
    • Journal of Korean Home Management Association
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    • v.16 no.1
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    • pp.81-94
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    • 1998
  • The purpose of this study is to examine men's role conflicts of dual-earner family based on man's role type. Man's role type is composed of man's sex role attitude and family-role performance and categorized in four types such as traditionalism type neo-traditionalism type equalitarianism type and inconsistancy type. The test analysis can be summarized as follows; First test analysis can be summarized as follows; role performance and man's role conflict as working hours is long wife's role requirement is high family-role conflict as working hours is long wife's role requirement is high family-role is not commit man's role conflict directly affected. In addition indirect affect through family-role performance shows that man's role conflict level is low as level of income is high level of income difference between man and wife is low child is younger and intent to modern sex-role attitude. Second looking into the difference role conflict to man's role type it shows that equalita ianism type's role conflict is low and man's role conflict in traditionalism and neo-traditonalism types is high.

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An Efficient Role Based Access Control Technique by Structuring of Role Specification Certificate (역할 명세 인증서의 구조화에 의한 효율적 역할기반 접근제어 기법)

  • Yang, Soo-Mi
    • Journal of Internet Computing and Services
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    • v.6 no.5
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    • pp.1-9
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    • 2005
  • In a role based access control through attribute certificate, the use of role assignment certificates and role specification certificates can reduce management cost and the overhead incurred by changing roles, Highly distributed computing environments such as ubiquitous computing environments not having global or broad control. need another attribute certificate management technique, Actually just having role specification certificate separately reduce management cost, But for better performance we structure role specification, We group roles and make the role group relation tree, It results secure and efficient role renewing and distribution, For scalable role specification certificate distribution, the multicasting of packets is used, We take into account the packet lass and quantify performance enhancements of structuring role specification certificates.

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Using a Paradigm of "Work to Role" for Innovative Government

  • Yoon, Joseph;Moon, Yong-Eun
    • 한국디지털정책학회:학술대회논문집
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    • pp.51-71
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    • 2005
  • Performance measurement systems based on the principle that "if you can't measure it, you can't manage it" reinforce a short-term culture by focussing on tangible outputs. Instead, the focus of organisations should be on sustainable long-term performance through continuous systemic improvement. To establish and reinforce behaviours that drive systemic improvement, measurement and reporting systems need to be de designed to re-enforce work to role behaviour by managers. This paper discusses this concept and how it is being applied in practice through an ongoing action research project.

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Predictors of Job Performance, Work Satisfaction, and Productivity among Korean Hospital Nurses (간호사의 직무이행도, 업무만족도 및 생산성에 대한 예측인자)

  • 이해정
    • Journal of Korean Academy of Nursing
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    • v.31 no.4
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    • pp.571-583
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    • 2001
  • Purpose: The purpose of this study was to examine the levels of burnout experienced by Korean hospital nurses (N=198), and to identify predictors of their nursing outcomes such as job performance, work satisfaction, and productivity. Method: Hierarchical multiple regression was used to identify predictors of each nursing outcomes. Included predictors were nurses' general characteristics, work- related characteristics (role stress and perceived control), and burnout. Results: Korean nurses experienced higher levels of burnout compared to the cutoffs suggested by Maslach and Jackson (1986) and to those in the USA. For each nursing outcome, predictor variables explained 39% of the variance in role performance, 30% of the variance in work satisfaction, and 38% of variance in productivity. Higher personal accomplishment, lower role ambiguity, being staff nurses, and lower emotional exhaustion were related to higher job performance, and higher productivity. Lower role conflict and role ambiguity were also related to higher work satisfaction. Conclusion: Based on the findings of this study, managemental interventions for nurses to reduce their burnout experience are needed. Further study in this area is warranted.

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Seismic performance of a wall-frame air traffic control tower

  • Moravej, Hossein;Vafaei, Mohammadreza;Abu Bakar, Suhaimi
    • Earthquakes and Structures
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    • v.10 no.2
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    • pp.463-482
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    • 2016
  • Air Traffic Control (ATC) towers play significant role in the functionality of each airport. In spite of having complex dynamic behavior and major role in mitigating post-earthquake problems, less attention has been paid to the seismic performance of these structures. Herein, seismic response of an existing ATC tower with a wall-frame structural system that has been designed and detailed according to a local building code was evaluated through the framework of performance-based seismic design. Results of this study indicated that the linear static and dynamic analyses used for the design of this tower were incapable of providing a safety margin for the required seismic performance levels especially when the tower was subjected to strong ground motions. It was concluded that, for seismic design of ATC towers practice engineers should refer to a more sophisticated seismic design approach (e.g., performance-based seismic design) which accounts for inelastic behavior of structural components in order to comply with the higher seismic performance objectives of ATC towers.

Nursery Room Nurses′ Role Performance for Maternal Role Attainment of Mothers at Early Postpartum Period (산욕초기 어머니 역할획득을 위한 신생아실 간호사 역할수행에 관한 연구)

  • Lee Young Eun;Park Chun Hwa;Park Geum Ja;Kim Young Soon;Park Bong Im
    • Child Health Nursing Research
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    • v.4 no.2
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    • pp.177-192
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    • 1998
  • The early postpartum period is crucial toward in recovery from childbirth and attainment of the maternal role. Maternal role attainment is a complex social and cognitive process of stimulus-response accomplished by learning. Helping for maternal role attainment is one of nursing goals in the early postpartum period. Based on King's conceptual framework for nursing, this study was planned as descriptive correlation study to determine the significant differences of the degree of nursery room nurses' role performance according to several variables of personal, interpersonal, and working system of nurses in nursery room. The purpose of this study was to contribute to the planning of nursing care to help maternal role attainment of the early postpartum period of mothers and to the development of relevant nursing theory. The data were collected from Feb. 3 to 28 by questionnaires with 273 nurses in nursery room. The instruments for this study were consisted of four parts : 21 questions for rot performance of nurse. 37 questions for personal system of nurse including 31 questions for role perception of nurse : 65 questions for interpersonal system including 63 questions for job stress of nurses , 18 questions for working system of nurse. The toos to measure role performance and role perception, and job stress of nurse were tested for internal reliability. Cronbach's Alphas were 0.9612, 0.9058, and 0.9649. The data were analysed by using in S.A.S. computerized program and included percentage, t-test, ANOVA Pearson Correlation Coefficient, and Duncan multiple range test. The conclusions obtained from this study are summerized as follows : 1. The mean score of the items of role performance was 2.12(SD=0.55) in Likert's 4 points scale. 2. The degree of role performance was significantly different according to role perception(p=0.0001), age (p=0.006), educational background(p=0.002) , and certificate of midwife (p=0.03) among variables of personal system of subjects. 3. The degree of role performance was significantly different according to job stress (p=0.0001) and numbers of children(p=0.006) among variables of interpersonal system of subjects. 4. The degree of role performance was significantly different according to having opportunities for baby(p=0.03), the degree of flexibility to bring baby to mother's room(p=0.046), the scope of visitor for baby(p=0.016) , the degree of flexibility of visiting for baby (p=0.049) , the degree of participation of nurse in establishing visiting rules(p=0.017), existence and/or nonexistance of rules for breast feeding(p=0.010) , existence and/or nonexistance of education for breast feeding (p=0.009), existence and/or nonexistance of breast feeding room(p=0.013) , concert methods for breast feeding (p=0.003), working place (p=0.0001), and career(p=0.019) among variables of personal system of subjects.

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Influence of Nurses' Self-leadership on Individual and Team Members' Work Role Performance (간호사의 셀프리더십 수준이 개인과 팀의 직무역할 수행에 미치는 영향)

  • Kim, Se Young;Kim, Eun-Kyung;Kim, Byungsoo;Lee, Eunpyo
    • Journal of Korean Academy of Nursing
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    • v.46 no.3
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    • pp.338-348
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    • 2016
  • Purpose: The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance. Methods: Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires. Results: For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity. Conclusion: The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.

The mediating role of team learning behavior between team efficacy and team innovative performance in R&D team (연구개발팀에서 팀 효능감과 팀 혁신성과간의 관계에서 팀 학습행동의 매개역할)

  • Lee, Jun Ho;Kim, Hack Soo
    • Knowledge Management Research
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    • v.13 no.3
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    • pp.105-125
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    • 2012
  • Previous studies have focused on individual and organizational learning. Amid an increasingly complex business environment, a team system designed to improve flexibility and adaptability constitutes the most basic part of an organization. Still, team learning has rarely been discussed. In addition, team learning behavior, despite being an important part of a team process, is often mentioned as a team-level outcome variable. Given that team learning behavior involves constant changes in thinking and behavior, a shared belief among team members is needed in order to positively influence innovative performance of a team. In spite of that, there has been only limited discussion of it. Besides, few domestic studies have dealt with R&D teams that can clearly demonstrate team learning behavior and team innovative performance. This study is an empirical analysis of the impact of team efficacy on team innovative performance and the mediating role of team learning behavior based on materials collected from team leaders and their immediate subordinates in 268 R&D teams. The analysis showed that team learning behavior actually has a positive effect on team innovative performance. Team efficacy also turned out to have a positive influence on team learning behavior. Lastly, the study found that team learning behavior played a mediating role in the relationship between team efficacy and team innovative performance. Based on those results, the study has identified implications and suggested directions for future research.

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