• The Journal of Information Technology
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• v.4 no.3
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• pp.101-123
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• 2001

The competitive environments of the 2001s appears to demand not only information technology(IT), but also practical use of internet network in all business areas. Accordingly, Chief Information Officers(CIO) are recognizing that these objectives can only be achieved through conscious mind and business mind in digital management. Thus, the main concern of CIO in an organization is development and management of human resource in digital management innovation. To make a successful organizational innovation CIO needs to have the conscious mind for change of human resource management. To study the determinants of the level of management in Korean venture firms, Top management characteristics, resource dependence and organizational power perspective, rational expectations, There is direct successful factors of Venture firm, it is they got th notion that for venture an appropriate manager which is as important as the technical leadership itself. also they employed the people who are very good at skilled management.

• Management & Information Systems Review
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• v.31 no.3
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• pp.97-116
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• 2012

This pager purposed to investigate the style of career anchor and influence of career satisfaction and career commitment. also to concept each variable. The empirical research questions for the study are what kind of the career anchor is selected and what impacts on career satisfaction and career commitment. To examine the model, 299 questionnaires was collected from Korean workers. Each questions is based on a 7 point Likert-type scale, and the data were analyzed by SPSS and AMOS for Windows. The results of study are summarized as follows: First, style of career anchor(technical/functional, security, pure challenge, life-style integration) has an positive influence on career satisfaction. but partial style of career anchor(managerial, creativity, autonomy/independence, service/dedication) unconnected with career satisfaction. Secondly, style of career anchor(technical/functional, managerial, security, service/dedication) has an positive influence on career commitment. but partial style of career anchor(creativity, autonomy/independence, pure challenge, life-style integration) unconnected with career satisfaction.

• The Journal of Society for e-Business Studies
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• v.20 no.2
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• pp.37-71
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• 2015

At present, the importance of organizational effectiveness is highlighted even more as business environment enters into a new type of work setting, the smartwork environment. This new type of work environment could be significantly influential in promoting organizational effectiveness of office administrators who carry out atypical types of tasks in general and are exposed to emotional labor excessively. Organizational effectiveness of office administrators could also be controlled by their concerns at work, their personal values and the increasing demand for work-life balance. The main purpose of this research is to investigate how smartwork environment perceived by office administrators is related with organizational effectiveness. In addition, this research places the focus on how concerns and work-life balance moderate the relationship between smartwork environment and organizational effectiveness. The survey was conducted among 102 office administrators, and data were analyzed by moderated multiple regression analysis method. Job autonomy of smartwork environment showed positive effect on job satisfaction, organizational commitment, and innovative behavior. IT dependence of smartwork environment showed negative effect on job satisfaction and organizational commitment and positive effect innovative behavior. It was found that concerns with impact positively moderate the effects of job autonomy on job satisfaction and innovative behavior; concerns with self negatively moderate the effects of job autonomy on organizational commitment and innovative behavior. Also, it was found that work-life balance moderates the effects of job autonomy on organizational commitment and the effects of IT dependence on innovative behavior. The result of this research can be taken into consideration when a strategic human resource development plan is prepared for office administrators in smartwork environment.

• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.4
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• pp.518-525
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• 2010

The purpose of the study was to examine health-related behaviors and nutrient intake in relation to job stress level of police officers. Total of 166 police officers working in Jeonbuk area participated in the study. The study was conducted from February to March, 2009. Subjects were given self-administered questionnaire on their general health status, dietary and health-related habits. Nutrient intake was assessed by semi-quantitative food frequency questionnaire. Subjects were divided into four groups (very low, low, high, very high) by their job stress level scores. Main concerns of job stress were from 'job demand', 'organizational system' and 'lack of reward'. More than 95% of the subjects were confident of their health status. Health habits, such as drinking, smoking and exercising, were better than that of average Korean men. There were significant differences in dietary habits in relation to job stress level. Lower job stress group showed lower rate of skipping breakfast (p<0.01), more affordable meal time (p<0.05) and better snacking habits (p<0.001). Sweet food preference was higher in lower job stress group (p<0.05). The average calorie intake was $2063\pm532.7$ (88.5% of EER) and there was no significant difference in nutrient intake among job stress levels. However, mean intake of calcium and vitamin $B_2$ was less than 75% of %DRI in higher job stress group. Therefore, further support in nutritional counseling programs to improve dietary behaviors and health habits and to reduce job concerned stress of the police officers will be necessary.

• Journal of Naturopathy
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• v.10 no.1
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• pp.33-41
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• 2021

Purposes: We studied whether forest bathing is effective in improving the stress of the human body. Therefore, we investigated changes in pulse rate, stress index, and autonomic nervous system after 2 hours of forest bathing on Jeju Samdasu Forest Methods : The study was conducted before and after forest bathing through heart rate variability and questionnaire. Results: After forest bathing, the average pulse rate of the experimental group was significantly increased. The stress index significantly decreased in the post-test in the experimental group. The cumulative stress, sympathetic activity (LF), parasympathetic activity (HF) change, and LF/HF ratio were slightly different from those of post-test in the experimental group, but were not statistically significant. In the survey of job stress average index and state characteristic anxiety index through questionnaire, it decreased significantly after forest bathing (p<.001). Conclusions: The Samdasu forest bathing has been proven effective in enhancing pulse and reducing stress, so it is evaluated that forest bathing is effective in promoting health.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.193-214
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• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein. 1967: Fishbein & Ajzen. 1975). the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances. continuing education opportunity. rigidity of the administration. paticipative decision making, latitude, group support, role conflict, work load, need for achievement. experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however. that path analysis can not count measurment errors: measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%), pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment, the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support, role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention, The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment', 'Rigidity of the administration' and latitude were also found to have important roles in predictingr the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.151-166
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• 2024

The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry, due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.6
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• pp.83-98
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• 2016

This study investigated the effects of corporate entrepreneurship awareness on organizational effectiveness using a case study of a domestic public institution-something that had not been done before. The main purpose of this study was to examine the correlation between corporate entrepreneurship and the personal entrepreneurship of each organization member. Specifically, we studied the effects of four aspects of corporate entrepreneurship-innovation, risk sensitivity, goal orientation, and autonomy-on the effectiveness of the organization with regard to personal entrepreneurship, defined by creativity, job satisfaction, and organizational commitment, in a public institution. We examined the mediating role of the facets of private entrepreneurship-innovation, risk sensitivity, and goal orientation-on the effectiveness of organizations. In addition, we examined the correlation between the recognition of an organization and individual innovation, creativity, and entrepreneurship in domestic public institutions. We found that corporate entrepreneurship significantly influences organizational effectiveness. We also found that private entrepreneurship has partially influenced organizational effectiveness. This result indicates that specifically personal entrepreneurship in a public organization with a corporate structure contributes in part to organizational effectiveness. Therefore, the efforts made for disruptive innovation and the innovative strategies of corporates with personal entrepreneurship should be kept up for the long haul in order to influence the achievements of organizations in the public sector significantly. The need of the hour is for public institutions to disseminate and extend entrepreneurship at the national level. Furthermore, studies on corporate entrepreneurship in different fields in organizations in the public domain are needed.

• Korean journal of communication and information
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• v.60
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• pp.125-149
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• 2012

This study explores the formational process of KBS PD's professional identity in the 1970's, focusing on everyday work and workplace for program production. In terms of salary and social-cultural status, a television PD was not a desirable occupation in the 70's. Since the beginning of radio broadcasting, production of culture and education programs had been sub-categorized under Programming Division. Also, it has been claimed in several researches that in the 70's, the production of education and cultural programs had visibly grown owing to the political necessity of policy PR and campaigns, and the introduction of new broadcasting equipment and technologies for producing the mentioned political campaign programs. However, this study argues that the main force that led to such developments was the cultural practices and the production spirits of the KBS PD's. These PD's trained themselves in production workplace from the bottom by assisting film directors and learning from cameramen about the film making and post-production process. Moreover, in the transitional phase from film to magnetic tape recorder, they established themselves as main subjectivities of production by developing Division of Culture and Education as a specialized and independent sector. The "program production spirit and DNA" that evolved from the experiences of working in poor production environment served as a force for developing professional and self identity. However, the culture and education PD's of the 70's were still tied down to the limited roles of simply providing technological and productional 'professionalism' within the hegemonic structure of the strong state. As with the members of any other social domain at the time, PD's had restricted roles to play and putting in effort and competing to create better programs was the only 'freedom' that was allowed. This study argues that under such condition, KBS PD's implemented two strategies to construct their own professional identities: one was to distinguish themselves from official broadcasters, and the other was to distinguish themselves from commercial broadcasters. Unfortunately, ethical practice as a professional became nothing more than an issue of personal morality and broadcasting's public responsibility was lost under the shadows of commercial broadcasting.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.2
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• pp.1045-1053
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• 2015

In this research, we conducted meta analysis of the cases of "burnout" of social workers from the 1990s to 2013. The result of analysis shows that the factors that cause burnout of social workers include work experience, compensation from work environment, supervision, promotion, work freedom-related factors and client-related factors such as the seriousness of client problems, the appropriateness of client counts, and all factors excluding client-related factors showed signficaint correlatoins. Moreover, the higher the age and the length of work experience, the lower the sense of self-wroth and emotional intelligence; the higher the social support, the lower the possibility of burn out. The research results suggest need for programs to prevent burn out of social service providers both in environment internal and external to organizatoins.