• Health Policy and Management
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• v.21 no.2
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• pp.309-328
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• 2011

In order to effectively attain the objectives of an organization, it is important for the leader to provide an environment where members can co-exist and mutually advance, and also to have an emotional impact on them. This study examines the structural relationship among emotional intelligence in leadership, organizational commitment, job satisfaction, turnover intention, and organizational performance effects of emotional leadership in the nursing profession of a general hospital. A structured questionnaire was sent to 550 nurses in 11 general hospitals in Seoul Metropolitan City, among which 350 responses were used in the analysis. The independent variable, emotional intelligence in leadership, was measured by 18 items, including self-awareness, self-regulation, social awareness and relationship management. The dependent variable, organizational effectiveness, consisted of 46 items, including 15 items regarding organizational commitment, 20 items on job satisfaction, 3 items on turnover intention and 8 items on organizational performance. The structural equation modeling technique was used to identify the impact of emotional intelligence in leadership on organizational effectiveness. The results of the analysis show that the emotional intelligence in leadership of superior nurses has a significant impact on the nurses'organizational commitment and job satisfaction. While the direct effect on turnover intention and organizational performance was not significantly high, organizational commitment and job satisfaction were parameters in low turnover intention and high job performance. In conclusion, emotional intelligence in leadership is critical as nursing services in hospitals are based on interpersonal relationships. Therefore, by developing appropriate programs and training, hospitals can anticipate improved self-awareness, self-regulation, social awareness and relationship management of nurses, and further improve the effectiveness of the nursing profession.

• Korea Journal of Hospital Management
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• v.21 no.2
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• pp.50-62
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• 2016

The study was conducted to compare organizational innovation depending on the leadership type of middle managers in general hospital. Moreover, the study was also to prove whether employees'readiness causes any differences to the link between leadership and organizational innovation. The result is based on 769 sheets of survey paper answered by administrations and nurses working at general hospitals or the same level of hospitals located in the metropolitan area. The methods of analysis used are as follows: reliability analysis, frequency analysis, t-test, ANOVA, multiple regression analysis, and hierarchical regression analysis. Main results of the study can be summarized as below. First, by analyzing the influence of task-behavior leadership on organizational innovation, R squre on knowledge management which is organizational innovation factor was 12.5%, R squre on creativity was 9.1%, and R squre on innovation behavior was 10.3%. Regression model appeared to be statistically significant as well. Both task-behavior and relationship-behavior leadership have influence on organizational innovation and it is learned that relationship-behavior leadership has a bigger influence on all the organizational innovation factors. Second, moderating effect of the employee's readiness is examined in terms of the link between leadership and organizational innovation. As a result, the member's readiness had positive influence when it comes to the link between leadership and organizational innovation. Also, after verifying moderating effect of readiness (ability/willingness), this study shows that ability readiness has positive influence on the link between task-behavior(or relationship-behavior) leadership and creativity, and innovation behavior while willingness readiness positively influences the link between task-behavior(or relationship-behavior) leadership and creativity & innovation behavior. To summarize results of the study, this study shows that the members who possess high readiness also have high organizational innovation, which promises their positive role in a group.

• Journal of the Korea Convergence Society
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• v.12 no.12
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• pp.161-167
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• 2021

The purpose of this study is to provide a solution through a methodological approach so that character education can be naturally acquired in team-based learning activities. In the spring semester of 2021, a total of 69 college students in two groups were studied, and as a result of the study, the total score of character education virtues in the post-test was greatly improved in the experimental group (p<.001). The correlation between sub-items of team-based learning and pre and post-test results for character sub-items, self-regulation, consideration, communication, self-esteem, and responsibility, were statistically significant. This study shows character education through team-based learning had positive results. However, future research through a wider range of subjects is needed, and various teaching methods are being applied to propose verification of the effectiveness of character education.

• Information Systems Review
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• v.19 no.3
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• pp.47-67
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• 2017

The sharing economy has emerged as a new form of consumption pattern along with the advancement of information technology and the changes in the consumers' desires for economic spending. In a C2C-sharing economy platform, the user side and supplier side share the same assets, thereby making both sides of the market closely related. However, an information asymmetry exists within the platform that makes the players from one side reluctant to participate. This information asymmetry warrants a strategic approach for solving the fundamental "chicken and egg" problem for platform development. Motivated by this phenomenon, this study aims to analyze how the participation intentions from both sides of the platform are influenced by certain anteceding factors, such as trust, perceived risk, and perceived economic profit. Our findings show that the anteceding factors affect the participation intentions in different paths for both sides of the platform. As a managerial implication, these findings highlight the necessity of employing different approaches for each side of market development.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7635-7647
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• 2015

The purpose of this study is modeling nursing competencies and reasoning out the core competencies, the ability for 20% of important actions for nursing jobs which can manage the rest 80% so that the competency-based nursing curriculum can be developed. A literature review of the vast studies regarding competencies was done to understand the concepts of competency-based curriculum, competency, and nursing competencies, identifying the relationships among each nursing competency categorized in accordance with those concepts. An exemplified concept map of core competencies for the competency-based nursing curriculum is suggested based on a thorough review of various competency modeling methodologies. The core competencies consist of base competency (theoretical/practical nursing knowledge and skills), practical competency (clinical judgment, patient education, communication, etc.), and personality competency (leadership, sense of responsibility, cooperation, etc.). The circular relationship among them can remain consistent through self-directed learning and critical thinking. Therefore, a nurse who have those core competencies is a knowledge worker, a self-directed learner, and also an effective, professional communicator. Further studies which solidify the concept of nursing competencies should be done, as well as the feedback procedures which evaluate the program outcomes and then reflect the evaluation results in the curriculum should be followed continuously.

• 한국노년학
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• v.39 no.4
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• pp.663-677
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• 2019

This study was performed to identify the relationship and effects of nursing work environment and role conflict on job embeddedness among nurses working in long-term care hospitals. The data were collected from 200 nurses working in 10 long-term care hospitals from G - province from July to August 2018. Structured questionnaires assessing general characteristics and three major variables were distributed to the study participants and final 190 data set were analyzed using SPSS ver 25.0 program. Study results were as follows; mean score of job embeddedness was 2.98±0.46 out of 5 and the score of sub-domains were in order of fit, links, and sacrifice. The average score of the nursing work environment was 3.14 ± 0.42 and the leadership was the highest sub-domain followed by the working system, the relationship with peers, and the support of the institution. Overall role conflicts score was 3.43 ± 0.51, and environmental disorder, role ambiguity, lack of ability, lack of cooperation were reported in order as sub-domains. Job embeddedness of the study participants showed a statistically significant positive correlation with the nursing work environment and negative correlation with the role conflict. Factors affecting job embeddedness were nursing work environment, age, and role conflict, and the explanatory power of the model was 50.4%. The findings suggest that the overall level of job embeddedness of nurses working in long-term care hospitals is below middle level and efforts to improve job embeddedness through strategies related to nursing work environment and role conflict in organizational level. In addition, the relationship between age and job embeddedness needs to be studied further.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2003.05a
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• pp.63-69
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• 2003

90년대부터 많은 ERP를 도입하여 회사의 전체 업무를 통합시키고 실시간으로 모든 업무를 동시에 처리함에 따라 경영환경과 정보기술의 급격한 변화에 대처하고 있다. 이러한 ERP 시스템을 도입하던 기존의 업무 수행절차와 방법대신 ERP 패키지가 제공하는 프로세스와 기능을 적용하여 기업 내 업무기능을 혁신한다는 특징을 가지고 있어 조직변화를 수반하게 된다. 따라서 효과적인 ERP 구면을 위해서는 기업의 환경에 적절한 구축방법을 정하고 변화관리 이행 프로그램을 필요로 하고 있다. 본 연구에서는 ERP를 구축하는데 어떠한 조직적 환경요인이 영향을 미지고. ERP 구축방법에 따라 변화관리의 특성이 어떻게 달라지며. 변화관리가 ERP 성과에 어떠한 영향을 미치는지 파악하기 위한 프레임워크를 제시하고 이틀 근간으로 하여 상이한 구축방법을 통하여 ERP틀 구면탄 두 기업을 대상으로 심도있게 비교 분석함으로써 ERP 구축환경의 특성과 ERP 구축방법에 따른 변화관리 특성 및 ERP성과를 살펴보았다. 연구결과 ERP 구축방법은 ERP 구축환경에 따라 차이를 보였으며, ERP 구축 방법에 따라서 변화기법이 달라진다는 사실을 알 수 있었다. 그러나 변화관리 방법 중에서도 최고 경영자의 리더십과 현업 직원의 적극적인 참여 및 전사적인 커뮤니케이션은 ERP 구축방법과 관계없이 중요한 요인으로 나타났다. 그리고 ERP 구축방법에 있어서 변화관리 활동은 ERP 성과에 긍정적인 영향을 미쳤다. 본 사례연구로 얻은 시사점은 ERP의 구현하고자 하는 국내 기업들이 ERP 구축방법을 선정하고 적합탄 변화관리 방법의 전개를 위하여 실질적인 도움을 줄 것이다.6 전문가 그룹을 통해 시범적으로 적응하는 것으로 시작해, 학교 및 연구소를 통한 정보지식 공유 그리고 기업 정보화 솔루션으로 활용 될 수 있다.을 제시한다. 이렇게 함으로써 최대한 고객 납기를 만족하도록 계획을 수립할 수 있게 된다. 본 논문에서 제시하는 계획 모델을 사용함으로써 고객 주문에 대한 대응력을 높일 수 있고, 계획의 투명성으로 인한 전체 공급망의Bullwhip effect를 감소시킬 수 있는 장점이 있다. 동시에 이것은 향후 e-Business 시스템 구축을 위한 기본 인프라 역할을 수행할 수 있게 된다. 많았고 년도에 따른 변화는 보이지 않았다. 스키손상의 발생빈도는 초기에 비하여 점차 감소하는 경향을 보였으며, 손상의 특성도 부위별, 연령별로 다양한 변화를 나타내었다.해가능성을 가진 균이 상당수 검출되므로 원료의 수송, 김치의 제조 및 유통과정에서 병원균에 대한 오염방지에 유의하여야 할 것이다. 확인할 수 있었다. 이상의 결과에 의하면 고농도의 유기물이 함유된 음식물쓰레기는 Hybrid Anaerobic Reactor (HAR)를 이용하여 HRT 30일 정도에서 충분히 직접 혐기성처리가 가능하며, 이때 발생된 $CH_{4}$를 회수하여 이용하면 대체에너지원으로 활용 가치가 높은 것으로 판단된다./207), $99.2\%$(238/240), $98.5\%$(133/135) 및 $100\%$ (313)였다. 각각 두 개의 요골동맥과 우내흉동맥에서 부분협착이나 경쟁혈류가 관찰되었다. 결론: 동맥 도관만을 이용한 Off pump CABG를 시행하여

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.19 no.2
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• pp.1-11
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• 2024

In the midst of the current turbulent global economy, traditional investment metrics are undergoing a metamorphosis, signaling the onset of what's often referred to as an "Investment cold season". Early-stage startups, despite their boundless potential, grapple with immediate revenue constraints, intensifying their pursuit of critical investments. While financial indicators once took center stage in investment evaluations, a notable paradigm shift is underway. Organizational culture, once relegated to the sidelines, has now emerged as a linchpin in forecasting a startup's resilience and enduring trajectory. Our comprehensive research, integrating insights from CVF and OCAI, unveils the intricate relationship between organizational culture and its magnetic appeal to investors. The results indicate that startups with a pronounced external focus, expertly balanced with flexibility and stability, hold particular allure for investment consideration. Furthermore, the study underscores the pivotal role of adhocracy and market-driven mindsets in shaping investment desirability. A significant observation emerges from the study: startups, whether they secured investment or failed to do so, consistently display strong clan culture, highlighting the widespread importance of nurturing a positive employee environment. Leadership deeply anchored in market culture, combined with an unwavering commitment to innovation and harmonious organizational practices, emerges as a potent recipe for attracting investor attention. Our model, with an impressive 88.3% predictive accuracy, serves as a guiding light for startups and astute investors, illuminating the intricate interplay of culture and investment success in today's economic landscape.

• Journal of the Korean Institute of Landscape Architecture
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• v.44 no.2
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• pp.25-36
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• 2016

This paper discusses the character of communication among participating stakeholders in the Improving Alley Landscapes in Residential Neighborhoods project. The participation of diverse stakeholders in conventional urban redevelopment is considered to delay and complicate the progress of a project. However, in urban regeneration, a field-oriented operating system and collaboration between diverse stakeholders is considered critical to building a sustainable community. A stakeholder is defined as "a person or organization that can influence decision-making or be influenced by it." This paper uses a case study to examine what types of stakeholders participate and what communicative processes and ideas are shared among them. Six neighborhoods were selected out of a total of 26 of Seoul's 2014 Improving Alley Landscapes project. This research was developed through interviews and a review of the literature. The character of communication among stakeholders in the case study is as follows. Firstly, the administration initiated the project but did not show leadership. This was caused by a gap in understanding about the project between city and borough administrations, Further, the city administration lacked experience with projects that placed an emphasis on fieldwork. Tongjand and Banjang, at ancillary institutions, acted as spokespersons and helped people in the community to understand the administrative process. However, because they led communication and used personal relationships to ensure they communicated effectively, the communication process had limits from the perspective of democratic process. Diverse stakeholders expressed their opinions in the public sphere and communicated about them using diverse media. Finally, experts produced the output, facilitated communication, and mediated in conflicts. Because new experts acted as facilitators and mediators, there was a great deal of trial and error. This project has particular significance: Seoul's city government deals with urban space rather than parks and green space, which are limited by boundaries; and whether "green" can be used for urban renovation was tested by several landscape architects, who sought to identify a new role in urban renovation, namely, the role of landscape and landscape architecture. However, the project has some limitations, including an insufficiently detailed project plan, a lack of common understanding among stakeholders, and a short timeframe. A number of stakeholders overcame these limitations to a certain degree. Officials of the Borough and the Dong managed the project and resolved civil complaints. Experts provided special information, and contributed to the design and construction of improvements.

• Journal of dental hygiene science
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• v.11 no.5
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• pp.437-444
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• 2011

This study was conducted to collect the basic data to provide for the purpose of the development of dental field. This research is to find the relationship between the empowerment perception level and job satisfaction of dental hygienists working in dental clinics and the factors influencing on work achievement in the system of dental clinics. The subjects of the research is some randomly chosen at dental clinics located in Seoul City during the period from March 22 to April 30, 2010, and the sample of 256 female dental hygienists working in the field were recruited as the analysis object group. The following shows the results of this study. 1. The empowerment level of the subjects was 3.63. It is significant statistically that the longer working career or higher annual salary, the higher empowerment level (p<0.05). 2. Dental hygienists who are in charge of education counsel(p<0.01) and who have a permanent job(p<0.05) have higher empowerment level than others. 3. The job satisfaction of the subjects was 3.18. It was significant statistically that the increaser age(p<0.05) or in the journal subscription group, the higher job satisfaction (p<0.001). 4. In regression analysis, meaningfulness, self-determination were proved as a significant factors that is related to the job satisfaction in dental hygienists (p<0.05). This finding shows high job satisfaction in dental hygienists who hold high level of empowerment perception. Therefore, I suggest that the organization of dental clinic needs to improve its capability and efficiency with the efficient manpower management. Particularly, in order to increase job satisfaction, A need exists to develop various kinds of leadership training and educational programs to enhance the empowerment of dental hygienists as professionals through independent decision making and role executions.