• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.539-549
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• 2009

Purpose: The purpose of this study was to identify the relationships among trait anger, anger expression, job satisfaction, job commitment, and organizational performance, and especially to verify the effect of anger experience on organizational performance. Method: A descriptive study was conducted using a convenient sample. Data were collected by a self-report questionnaire from 671 clinical nurses in three university hospitals and analyzed by using SPSS 14.0 Win program with descriptive statistics, t-test, ANOVA, pearson correlation coefficient, and stepwise multiple regression. Result: Organizational performance was significantly correlated with trait anger, anger expression-in, anger expression-out, anger control, job satisfaction, and job commitment. Multiple regression analysis showed that organizational performance was significantly predicted by job commitment, job satisfaction, educational level (university graduation), anger control, and working place (operative room), and 34.7% was explained by these variables. Conclusions: Out of anger expression, anger control significantly affected on organizational performance together with job commitment and job satisfaction. From this result, it could be concluded that nursing intervention for anger control have a positive effect on improving organizational performance. Further studies are needed to develop and test the effect of nursing intervention programs for anger control.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.268-277
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• 2008

Purpose: The purpose of this study was to identify the effects of self-efficacy and empowerment on perceived organizational support and organizational citizenship behavior of nurses. Method: The subjects of this study were 327 nurses who were working at seven hospitals. The data were collected by structured questionnaire from Feb. 12 to Mar. 5 of 2006. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression on SPSS/PC 12.0 program. Results: The mean score of self-efficacy was 3.75, empowerment was 3.68, perceived organizational support(POS) was 2.87, and organizational citizenship behavior(OCB) was 3.64. The POS had statistically significant differences according to position(F=3.207, p=.013). The self-efficacy and empowerment were positively correlated with POS and OCB. The self-efficacy(7.0%), meaning(8.5%), competency(12.4%), self-determination(1.9%), and impact(4.8%) explained 34.6% of the variance for POS. The self-efficacy(17.1%), meaning(1.0%), competency(2.8%), self-determination(3.2%), and impact(13.2%) explained 37.3% of the variance for OCB. Conclusion: The findings showed that self-efficacy and empowerment were important factors for enhancing POS and OCB in nursing organization. Therefore, the nurse manager must establish the strategies to improve the self-efficacy and empowerment of the nurses in order to promote the POS and OCB.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.3
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• pp.243-254
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• 2005

Purpose: The purpose of this study was to analyze the effects of motivation and hygiene factors on nurse's job satisfaction, organizational commitment, and organizational identification. Methods: The subject hospital was 4 tertiary general hospital located in Seoul and Incheon, Korea. The participants of this study were 521 nurses working in the subject hospitals. The data were collected by self-reporting questionnaires from April 1 to June 30, 2004. The data were analyzed using SAS 8.0 program for descriptive statistics and stepwise multiple regression. Results: The mean score of variables were as follows. The motivation factor's total was 3.22, hygiene factor's total was 2.98, job satisfaction was 2.94. organizational commitment was 2.94, and organizational identification was 3.62. The statistically significant predicting factors of job satisfaction were achievement, work itself and salary. In organizational commitment, the significant predicting factors were achievement, advancement, work itself, policy and administration, working conditions, and interpersonal relations. In organizational identification, the significant predicting factors were work itself, responsibility, interpersonal relations, and personal life. Conclusion: With these results, it was identified that the predicting factors of nurse's job satisfaction based on Herzberg's two-factor theory. The most statistically significant factors were salary on job satisfaction, policy and administration on organizational commitment and work itself on organizational identification. So these results will be used to develop the more effective strategy of nursing staff management. And also these will be contributed to developing the nurse's motivation enhancement plans.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.634-650
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• 2022

The purpose of this study is to derive theoretical and policy implications by specifying the meaning of proactive administration through the review of theories related to previous studies and analyzing the effect of ethical leadership and job autonomy on proactive administration. To verify the hypotheses, an analysis was conducted on 275 surveys after a pilot-test. As a result of the analysis, it was found that the ethical leadership and job autonomy had a significant influence on proactive administration. This suggests that the higher ethical attributes of the leader, the higher the job autonomy of the person in charge when performing the works, the higher the possibility of proactive administration proactive administration being realized. In addition, it was found that the ethical climate had a moderating effect between job autonomy and proactive administration, but the moderating effect did not appear between ethical leadership and proactive administration. This result means that if the ethical climate is high, it is highly likely to positively accept autonomous actions for works, which can have a greater influence on proactive administration. However, although it did not have a moderating effect, each variable of ethical leadership and ethical climate had a significant influence on proactive administration, confirming that proactive administration has a significant relationship with ethical aspects within the organization.

• Nuclear industry
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• v.14 no.8 s.138
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• pp.45-51
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• 1994

중국은 원자력법에 의해 원자력관리 주무관청(에너지성 및 그 관할하의 중국핵공업총공사), 안전감독기관(국가핵안전국) 및 기타 원자력안전$\cdot$감독 주무관청(국가환경보호국, 위생성, 공안성, 노동인사성) 등 3부문으로 나누어지는 행정조직을 갖고 있다. 이들은 $\ulcorner$집중관리, 분업협력$\lrcorner$이라는 원칙을 근거로 각 관청이 각각 독립적으로 권한을 행사한다.

• Disaster Prevention Review
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• v.14 no.2
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• pp.8-12
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• 2012

2011년 10월, 방재연구소가 소방방재청에서 행정안전부 소속으로 이관되면서 국립방재연구원으로 승격되었다. 조직개편, 연구원 이전, 신규사업 등으로 바쁜 일정을 보내고 있는 신임 여운광 국립방재연구원장과의 인터뷰를 통해 취임 이후의 새로운 비전과 주요 사업계획을 들어보기로 하자.

• 대학교육
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• s.143
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• pp.50-54
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• 2006

대학의 총장은 도덕적 덕망과 학자로서의 소양을 지닌 진정한 교육자야 하며 탁월한 행정 능력의 소유자여야 함과 동시에 대학의 자율성 확보를 위해‘할 말은 할 줄 아는’총장이어야 한다. 아울러 대학 조직의 구심점으로서의 역할을 수행할 수 있어야 하며 장기적인 대학발전을 위해 교육경영자로서의 역할을 잊지 않고 합리적인 목표를 세우며 효율적으로 추진해 나갈 수 있는 MBO 총장이어야 한다.

• Korea Petroleum Association Journal
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• no.9 s.103
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• pp.26-27
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• 1989

이 자료는 지난 8월 21일 한국종합무역센터 대회의실에서 한국자원경제학회 주최로 열린「2000년대의 자원ㆍ에너지환경과 합리적인 정책수립 방향에 관한 정책토론회」에서 이정전 한국자연경제학회 회장이 발표한 주제 내용을 옮긴 것이다. <편집자 주>

• The Science & Technology
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• v.1 no.1 s.1
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• pp.22-30
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• 1968

<차 례> 1. 서 론 과학기술과 경제 2. 과학기술의 현황 1)일반적 수준 2}과학기술행정, 예산, 제제도(공업, 표준화, 검사, 연구개발, 기술도입공업소유권) 3)업종별 산업기술 현황 3. 개방경제화와 기술혁신 1)예산의 과감한 확보 2)각종제도의 정비보완 3)기업의 새로운 생산조직 4. 과학기술계에 대한 제언

• 대한예방의학회:학술대회논문집
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• 1998.10b
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• pp.270-271
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• 1998