• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.484-492
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• 2018

The purpose of this study was to analyze the effects of internal organizational culture attributes on job performance and job satisfaction. Data collection was conducted from December 8, 2014 to December 20, 2014 through a self-enforced questionnaire at 500 general hospitals in Gyeonggi-do. First, the organizational cultural attributes of hospitals had a statistically significant effect on job performance. Second, organizational cultural attributes had a statistically significant effect on job satisfaction. Third, job performance had a statistically significant effect on job satisfaction. For communication, organizational development and the future of the organization as well as organizational attributes and systems of the organization were shown to increase job performance and job satisfaction, communication with seniors and colleagues, roles, and responsibilities between departments. Organizational culture had more organizational attributes than individual ones, which affects the work and behavior of the organization members. Therefore, in order to survive competition, hospitals require accurate diagnosis of hospital organization culture, maximize effectiveness of organization culture, and a desirable hospital culture. In addition, management should provide employees with a clear mid- to long-term vision to ensure that the objectives of the hospital and the goals they pursue are consistent.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.287-293
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• 2017

The purpose of the study was to analyze the effects of work experience during higher education on employment. In particular, the study analyzed the difference in employment and permanent employment according to work experience or internship. In addition, the effects of the relatedness of college major and work experience as well as internship on college graduates' employment or permanent employment were investigated. The data came from the 2013 Graduates Occupational Mobility Survey (GOMS). The study covered the chi-square test and logistic regression analysis. The study found that there was a significant difference in the employment and permanent employment among the groups classified by work experience or internship. Internship had a positive effect on college graduates' permanent employment. Based on the study results, this study suggests that policies for internship during higher education need to be enhanced. The match between employment and the field of study in college needs to be increased. Interventions and policies for the establishment of competency-based employment should be improved.

• Management & Information Systems Review
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• v.30 no.2
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• pp.161-184
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• 2011

It has been widely spread that the acquisition and retention of the core personnel is very important for improving firms' competitiveness. Many companies have made a lot of efforts to keep these core personnel, job embeddedness and work satisfaction are important factors which make effects on workers turnover. Prior research applying for many different industries do not show the consistent research results. There is no empirical research applying for construction IT industry which information technology has been playing more important role because of u-city etc. Therefore, in this research job embeddedness and work satisfaction are to be measured and the relationship with turnover intentions are to be investigated focusing on small and medium construction IT workers. The sub-constructs of job embeddedness are fit, links and sacrifice, and the sub-constructs of work satisfaction are career satisfaction and job satisfaction. It is empirically tested how these factors can have effects on the turnover intentions. Field surveys targeted to construction IT workers were done and finally 177 survey questionnaires were used to analyze. Research results show that if the sacrifice, career satisfaction and job satisfaction of small and medium construction IT workers are higher, turnover intentions will be lower. On the other hand, 2 hypotheses are rejected that if the fit and links of these workers are higher, turnover intentions will be lower. These research results clarified the factors affecting the turnover intentions of small and medium construction IT workers and can be utilized how turnover intentions can be decreased practically.

• The monthly packaging world
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• s.327
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• pp.106-108
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• 2020

한국포장수출입협회는 지난 5월 22일 제24차 이사회에서 김치곤 (주)삼보케미칼 대표이사를 신임회장으로 선임했다. 협회는 초대회장을 역임하고 제3대 회장으로 재임하던 중 지난 4월 25일 작고한 고 방시영 회장의 후임으로 김치곤 수석 부회장을 만장일치로 추대한 것이다. 우선 김 신임회장은 고 방시영 회장의 잔여 임기동안(2020년 12월 31일까지) 회장 직무를 수행할 예정이다. 김치곤 한국포장수출입협회 회장을 만나 취임 소감, 향후 전개해나갈 협회 사업 등에 대한 이야기를 들어 보았다.

• Journal of dental hygiene science
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• v.6 no.2
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• pp.107-111
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• 2006

This study purports to investigate the determinants of intent to leave of dental hygienists working at dental clinics. The sample used in this study consisted of 356 dental hygienists selected from nationwide Korea. The independent variables contain three groups of determinants: 6 structural variables, 2 psychological variables and one environmental variable. Job satisfaction and organizational commitment were included in the model as intervening variables. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of the path analysis indicate that the following variables have significant total effects on the intent to leave of dental hygienists: organizational commitment, supervisory support, job satisfaction, alternative job opportunity, positive affectivity, role conflict and job autonomy. The results imply that the administrators of dental clinics should make an effort to motivate dental hygienists by redesigning their work process, to provide them with more autonomy in doing their work, and to develop their job knowledge and skills through continuous training and education.

• Journal of Convergence for Information Technology
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• v.9 no.9
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• pp.117-125
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• 2019

This study aims to evaluate of validity and reliability of the job performance tool already developed for the elementary school health teachers. 305 health teachers responded to the questionnaire composed of 50 items. The validity and reliability of the tool were verified by confirmatory factor analysis. That were composed of 8 sub-categories and had 4 factors. The importance, frequency, and difficulty of the four factors were classified according to the questionnaire criteria, but the importance of health promotion is classified as one new item factor. The statistical significance of the fit of the model was 3.664 (df = 246, p<0.001), RMSEA=0.09, NFI=0.85 and CFI=0.88. The internal consistency of the subscales was Cronbach's ${\alpha}$ of 0.88 to 0.96. The internal consistency of the subscales, Cronbach's ${\alpha}$ was 0.88~0.96. This study shows that the analysis tool for primary school health teacher is valid and reliable as a measurement tool.

• Management & Information Systems Review
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• v.28 no.4
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• pp.131-154
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• 2009

In this study, an analysis has been conducted as to; (i) what factors affect organizational members trust in leader (ii) how does members trust in leader affect the variable of organizational performance in an organization. In order to attain the objective of this study, a model was established and also the hypothesis was verified on the basis of preceding studies. The findings of this study could be summarized as follows: 1. Servant leadership which is considered as preceding factors affecting trust in leader, were found to have a positive relation with trust in leader. 2. In connection with the role of trust, its mediator effect between its preceding factor and outcome variables was verified. As a result of the analysis, it was verified that servant leadership and trust in leader affected outcome variables not only directly but also indirectly through trust. 3. As a result of analyzing the effect that the trust in leader has on outcome variables, the trust in leader was found to have a positively significant effect on organizational citizenship behavior, organizational commitment and job satisfaction.

• Journal of Labour Economics
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• v.25 no.1
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• pp.97-129
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• 2002

It is well known that the quality of job match has strong influence on the efficient allocation of labor resources in the economy on the macro level and also on the productivity of individual worker. Regarding this point we assumed that the selection of preferred job at the job entry can be interpreted as a subjective indicator of job match quality and tried to estimate the effects of such selection on the wage level. For this purpose we suggested random effects switching regression model and applied this model to the data of the Korea Labor Institute Panel Study from 1998 to 2000. As the results of estimation, we found that there exists large wage differentials at least more than fifty percent caused by such selection. Considering the fact that such wage differentials can not be suitably explained by the traditional reasons of the wage discrimination, we suggest the possibility that there also exists large productivity gap caused by the job mismatch and the necessity of improving the job placement service activity.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.2
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• pp.164-173
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• 2015

Purpose: This study was done to investigate the effects of individual-organization personality agreement using a five-factor model on job satisfaction and organizational commitment of hospital nurses. Methods: Participants were 222 nurses who had worked for more than 1 year in a university hospital. Data were collected from January 14 to 20, 2012, using self-recorded questionnaires. Collected data were analyzed using descriptive statistics and multiple regression methods. Results: Extraversion personality fit and the Agreeableness personality fit had a significant effect on job satisfaction. Extraversion personality fit, agreeableness personality fit, and openness personality fit had a significant effect on organizational commitment. Conclusion: Results of this study show that individual-organizational personality agreement affects hospital nurses' job satisfaction and organizational commitment. The extraversion personality fit and agreeableness personality fit of the 5 factors are identified as important variables to increase organizational performance. Based on these results, it is necessary to develop an integrated organizational personality measure model for increasing nurses' work environment satisfaction related to individual-organization personality fit.

• Journal of Engineering Education Research
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• v.20 no.5
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• pp.3-13
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• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.