• The Journal of the Korea Contents Association
• /
• v.17 no.9
• /
• pp.418-425
• /
• 2017

The purpose of this study was to develop and validate the communication ability scale of the members in the youth counseling organization. The subjects were 131 counselors, social workers, and managers working in youth counseling and welfare centers and exploratory factor analysis and correlation Analysis was performed by using SPSS 12.0 and Confirmatory factor analysis was performed using the AMOS 20.0 program for Scale Validation. As the result, it was to validate and consist of 2 factors as 8 official communication questions and 8 informal communication questions. The reliability of the total 14 questions was secured through internal consistency. In order to confirm the validity of this scale, It analyzed the correlation with another interpersonal communication ability scale. It is expected that the developed scale in the research will help to carry out research related to communication in children and adolescents related counseling institutions.

• Journal of the Korean BIBLIA Society for library and Information Science
• /
• v.10 no.1
• /
• pp.5-27
• /
• 1999

The purpose of this study is to help researchers and librarians in theory and practice. Communication was defined, and functions of communications were explained variously. It was to understand clearly the process of communication that some models of communication were presented. Barriers of effective communication were investigated and how to improve communication was suggested in order to overcome barriers of communication.

• Journal of Digital Convergence
• /
• v.19 no.1
• /
• pp.285-293
• /
• 2021

Politics and conflicts within organizations are natural phenomena found in any type of organization, affecting organizational outcomes and output variables. Nevertheless, there are not many previous studies on politics and conflict within nursing organizations. Therefore, in this study, we would like to analyze how the internal politics and conflicts, which have been excluded from the previous studies related to nursing organizations, affect the quality of communication between nurses. Data were collected from 310 nurses in an university hospital. Using SPSS21, the data were analyzed by descriptive statistics, Pearson's correlation analysis, and multiple regression analyses. As results of the analyses, the organizational politics and relationship conflict have negative effect on the quality of vertical and horizontal communication, and task conflict has a positive effect on them. Organizational politics and relationship conflict have negative effects on quality of formal communication. Organizational politics and conflicts did not significantly affect the quality of informal communication. These results suggest that active, managerial efforts should be executed to overcome the negative effects of organizational politics and emotional conflicts among nurses. Furthermore, empirical research on organizational politics and conflicts within nurses organizations should be expanded.

• The Journal of the Korea Contents Association
• /
• v.16 no.12
• /
• pp.281-290
• /
• 2016

The purposes of this study were to check the effects of positivity and family communication on organizational commitment among long-term professional soldiers and examine the mediating effects of self-efficacy between them. For those purposes, the study conducted a survey with 241 long-term professional soldiers after getting an approval for cooperation from army, navy, air force, and marine units for research on professional soldiers from Ministry of National Defense in 2015. Collected data were treated with the SPSS 21.0 and AMOS 21.0 programs to analyze the relations. The findings were as follows: first, the organizational commitment of long-term professional soldiers had positive correlations with their positivity, family communication, and self-efficacy. Secondly, the study conducted analysis by taking into consideration all the variables affecting their organizational commitment and found that the fitness of measuring and structural models was good, that their positivity and family communication had positive impacts on their organizational commitment, and that their self-efficacy had partial mediating effects between them. Based on those findings, the study proposed effective implications for the organizational commitment of professional soldiers.

• Knowledge Management Research
• /
• v.24 no.4
• /
• pp.43-61
• /
• 2023

Businesses recognize the importance of empathy among members for achieving organizational goals. Accordingly, they have developed and implemented communication programs aimed at enhancing mutual understanding between the MZ generation and the older generation. However, recent communication programs conducted by businesses differ in that they involve compulsory participation driven by the organization. This study sought to empirically examine their effectiveness. Data was collected from 697 participants in communication programs to validate the proposed research model, which was empirically tested through regression analysis. The results of the analysis confirmed the effectiveness of communication programs even in non-voluntary situations and highlighted intergenerational perception differences. The findings of this study emphasize the significant role of communication and empathy within organizations. Consequently, they have impacted the development of communication strategies and culture within organizations, and are expected to provide theoretical and practical insights valuable to researchers and practitioners interested in intergenerational perception differences from a knowledge management perspective.

• Management & Information Systems Review
• /
• v.37 no.3
• /
• pp.83-113
• /
• 2018

The purpose of this study to empirically examine a smart work investment and job performance by change resistance. Firstly, There investigates mediating role of the communication between the smart work investment and the job performance. Secondly, It will identify the job productivity differences through a level of organizational change resistance that reduced smart work investment. The smart work is to provide the flexibility of time and location and is a working method to improve a work productivity of organization members. The introduction of smart work means the adoption of new organizational culture, institution and technology and requires a novel change of a custom and pattern on existing organization culture and institution because of transformation form of communication and collaboration. The method of this study adopts a structural equation model to test a mediating effect of communication and a moderating effect of change resistance level. This model confirms whether smart work investments provide a positive impact on communication and organizational productivity. In addition, I will classify a change resistance level of smart work by cluster analysis and then check a critical path difference of job productivity between each group. As a result, The organizational IT, institution and culture on the smart work investment appeared to important influencers in communication and also had a direct influence of individual performance. Also, The three independent variables of smart work investment have an indirect influence of individual and organizational performance through communication mediating variables. However, the organizational IT and institution as independent variables do not provide direct influence of organization performance. Nevertheless, two independent variables of organizational IT and institution have an indirect influence the organization performance through communication mediating variables. As a result of confirming a productivity of three groups on organization resistance, there was a difference the individual and organizational performance among groups. The low-level group of organizational resistance showed high coefficient value of performance compared to other groups. The group analysis implications, The smart work investment appeared significantly to revise the institution first, build culture secondly and advanced technology lastly. The theoretical implication from this study contributes an extension of social science theory through socio-technical systems, institution, culture, change resistance and job performance based on smart work. The practical implications explain the smart work success in step-by-step investment rather than radical investment as level management of change resistance. In future research, the smart work performance between private and public firms will analyze a difference of the organizational culture, institution, technology and performance.

• Journal of Digital Convergence
• /
• v.14 no.5
• /
• pp.1-10
• /
• 2016

New systems and management strategies have been successfully settled in order to be linked to enhancing organizational performance internalization process. The most successful methods for internalization are training and communication strategies. However, the organization must be supported by trust and cooperation cultures for successful education and communication. In this study, we measured the degree of internalization of organized vision, and core values. And then, a successful convergence business strategy internalization plan was presented. Strengthening training plan, communication strategies and management strategies must be internalized in parallel with seeking a change of organizational culture. First, iterative learning is very effective in order to strengthen education and management strategies through talking frequently. Second, chief executive officer should pay attention to communication with employees for the internalization. Finally, in order to change the organizational culture, organizational leaders will establish strategic plan to build open and collaborative culture among colleagues and quantitative and qualitative expansion of the human network.

• Journal of the Korea Society of Computer and Information
• /
• v.16 no.11
• /
• pp.219-232
• /
• 2011

The purpose of this study is to give implications for cooperative network building for general corporate IT staffs as well as operational improvement of the IT organization which is a specialized unit in general company though analysis of characteristics of communication networks of the IT organization. 39 IT employees of company "A" were surveyed and interviewed, and the data collected were analyzed in a network analysis method. The analysis shows that a variety of networks were built across employees - e.g. strong/weak ties or centralized/decentralized structure - by each communication area. IT competency network was found weak ties. Career-rela ted network showed centralized and hierarchical characteristics. At the center of each network was positioned manager of each team. To address improvement of the findings, I presented the followings: more active networking over IT competency, enhancement of work centralization and collection of research data as to communication network of IT organization.

• Journal of Digital Convergence
• /
• v.16 no.7
• /
• pp.153-164
• /
• 2018

The purpose of this study is to research whether organizational culture affected job satisfaction and whether there was the mediating effect of communication in the relationship between organizational culture and job satisfaction. This study analyzed the mediating effect with SEM using data of the HCCP in 2015. The results of the study are as follows. First, it was found that innovative, relationship, rational culture significantly influenced the job satisfaction of the employees. Second, the effect of innovative, relationship, hierarchical, rational culture on job satisfaction was mediated through communication. Therefore, this study suggested creating an innovative and relationship-oriented organizational culture and a working environment that could facilitate smooth communication in the enterprises.

• Proceedings of the Korean Society of Disaster Information Conference
• /
• 2023.11a
• /
• pp.153-154
• /
• 2023

본 연구에서는 인간의 의사소통이 갖고 있는 복잡한 과정을 고려하여 재난 시 위험의 소통방식에서 나타나는 오류들을 분석하고, 안전문화를 정착시키기 위한 방법 중 가장 효과적인 방법의 하나로 "위험소통"을 그 대안으로 제시하고자 하였다. 또한 안전문화를 개인의 과제가 아닌 조직 내에서의 협동과제로 인식하고, 조직 내 소통을 통한 신뢰가 안전문화에 미치는 영향력에 집중하였다. 본 연구의 제안을 통해 위험소통에 대한 새로운 원칙들을 제시함으로써 조직 내 안전문화의 새로운 방향을 도모하고자 한다.