• Journal of Korean Academy of Nursing Administration
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• v.8 no.4
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• pp.551-561
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• 2002

Purpose : The purpose of the present study was to examine the causal relationships among head nurses' leadership (consideration oriented leadership, structure initiated leadership), nursing unit culture (human development culture, task development culture), and nurses' organizational commitment. Method : Four large general hospitals located in and around Seoul were selected to participate. The total sample of 286 registered nurses represents a response rate of 90 percent. Data for this study was collected from August to September in 2000 by questionnaire. Path analyses with LISREL program were used to test the fit of the proposed model to the data and to examine the causal relationships among variables. Result : Both the proposed model and the modified model fit the data adequately. The model revealed relatively high explanatory power. 52% of human development culture was explained by predicted variables and 44% of task development was explained by predicted variables; 47% of the organizational commitment was explained by predicted variables. In predicting developmental (both human and task) nursing unit culture, the findings of this study clearly demonstrated that head nurses' consideration oriented leadership might be the most important variable. The result also showed that head nurses' consideration oriented leadership might be the most important variable among the predicted variables in predicting organizational commitment. Conclusion : Based on the findings of this study, it was suggested that various studies, for example, matching leadership and nursing unit culture, were needed.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.83-96
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• 2004

Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.209-217
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• 2015

Main purpose of this study is to investigate the effect of the self core evaluation of local public officials on the customer-oriented public service provision. Structural Equation Model was applied to analyze the relationship between self core evaluation and customer oriented public service attitude. From theoretic point, establishing the relationship between psychological concept(self core evaluation) and attitude is contribution to existing literature in this area. Positive structural relationships between self core evaluation and customer-oriented attitude was confirmed from empirical analysis. While variable job engagement took intermediating role between self core evaluation and customer-oriented attitude. The result implies that organizational psychological approach might be a more effective policy measure to improve citizen's satisfaction for public services. For a extended periods, Korean government introduced various institutional arrangements to improve the customer satisfaction for public service. Hoever, the result was not satisfactory. The result of this study suggest psychological approach to improve public service customer satisfaction.

• Journal of Korean Library and Information Science Society
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• v.32 no.4
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• pp.331-360
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• 2001

School Libraries are facilities which support teachers and students in their teaching and learning activities and help to fulfil the school curriculum. Recently the Ministry of Education & Human Resources and Development is emphasizing ‘self learning’and it means that the problem solving ability of students can be improved through resource based learning & self learning. The resource based learning is closely connected with school libraries. School libraries are basic organization among all kind of libraries in all parts of th country and they can not develop without the systematic support of the government. The school libraries are just nominal because education in schools is centered on entrance examination and the government is indifferent to them. Therefore, it is urgent to constitute the related regulations and systems to rescue school libraries. The present school libraries laws should be revised toward the direction of effectiveness and it is possible to revise them after School Library Promotion Acts are constituted in public. All kinds of system and organization can develop only when they attach great importance to people Even though we constitute good laws and have good systems, they can not develop without the support of administrative organizations. They can develop when the administrative organizations have the strong will to develop them and are affectionately interested with them. The development of school libraries are under the control of strong interest and will of the people who are in charge of the systems and apply the related regulations.

• Health Policy and Management
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• v.15 no.3
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• pp.1-16
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• 2005

This study was planned to investigate the relationship between development levels of learning organization and organization effectiveness in Hospital. Data were collected from 285 respondents who have participated in 'Learning Organization Project'(response rate =$50.5\%$). Structured questionnaire were applied by self administrated survey for two weeks since 2003 May. Main results were as follows; In the result of factor analysis, four factor were created and almost questionnaire items were classified into as same categories as theoretical concepts. Cronbach's a coefficient also showed over 0.7 in all categories. This result means that measurement tool to evaluate the development level of learning organization is valid and reliable. In the comparison of the development level of learning organization by participants' specialties, managerial workers perceived the lowest construction level, while medical technicians evaluated it as the highest level. In regression analysis, the perception levels of work environment, task and human aspect showed positive relationship with job competency significantly. For job satisfaction, levels of task and human aspects had positive relationship significantly. In addition, for organizational commitement, levels of organization and human aspect were positive predictors. Finally, for the satisfaction about experience of learning organization project, levels of environment, task and hmm aspects were related positively. We concluded from these result that the positive relationship between construction levels of learning organization and organization effectiveness was extended to hospital, besides industrial fields. We recommend the introduction and facilitation of learning organization project in various settings to improve the competency of knowledge management in individual and organizational levels.

• Korean Journal of Environment and Ecology
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• v.22 no.1
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• pp.11-17
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• 2008

The purpose of this study is to make practical application of the results as basic data of National Park management-policy by surveying and analyzing management goals, management missions, land zoning, numeral of visitors, management organization, management staff and revenue and Expenditure budget of 1992 and 2004 those are main factors to know the management system well. The main management missions was found not only to put value on developing nature program but also to prepare for keeping and renewing of nature resources. The change of zoning land was researched to be controlled and nature preservation area was showed to be enlarged. While management missions and visitors have been increased, there weren't raise of organization and staffs at all. And expenditure budget had management formation by manpower. Although there are progressive changes in park management system during the period, several improvements are needed in details. They are as follows; To be sustainable preservation and usage which are the intrinsic roles of National Park by increasing the government investment than own revenue.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.109-122
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• 1997

This Study was dosigned to test the relationship between effectiveness of nursing organization and related variables of organization on the perspectives of total quality management, The data were collected through self reported questionnaires from 138 nurses working in, 288 patients hospitalized in one tertiary hospital in Seoul from May 30 to October 10 in 1996. The data were analyzed by using the pc-SAS program. The information was obtained of descriptive statistics, correlation analysis, multiple regression, ANOVA & Tukey's multiple comparison test. Results showed that the managing change, the managing job design, the managing conflict, the formation and the centralization of nursing organization structure were shown to be relating variables for nurses' job satisfaction. Especially the managing change was the predictor of nurses' job satisfaction, It explained 57% of total variance. According to clustor analyses of the variables of the managing change, the managing job design, the managing conflict, the nursing units were divided three clusters and according to ANOVA, there was significint difference in nurses' job satisfaction The nurses' job satisfaction was higher in the nursing units revealed to have high job management score. But there was no significant difference in patient satisfaction among three clusters.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.415-427
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• 2003

Purpose: The purpose of this study was to investigate the degree and pattern of knowledge management process, and to identify the relationship between knowledge management process and organizational effectiveness in clinical nurses. Method: Participants were 665 regular clinical nurses who had worked for over 1 year in general units of 9 tertiary medical hospitals including 2 national university hospitals, 5 university hospitals, and 2 hospitals founded by business enterprises. Data were collected from March to May 2003 through questionnaires. Four structured instruments were used to collect the data: Knowledge Management Process Scale(Jeong, Lee, Lee, & Kim, 2003), cCommitment Questionnaire(Mowday, Steers, & Porter, 1979), General Satisfaction Scale(CooK, Hepworth, Wall, & Warr, 1981), and one for general characteristics. The data were analyzed using factor analysis, reliability analysis, descriptive analysis, cluster analysis, one-way ANOVA, Scheffe test, correlation analysis with the SPSS for Windows 10.0 program. Result: 1) The average score for knowledge management process in nurses was $3.08{\pm}.54$ on a 5-point Likert scale. In order from highest mean score, the elements of knowledge management process, were Knowledge $Utilization(3.35{\pm}.57)$, Knowledge $Sharing(3.07{\pm}.58)$, Knowledge $Creation(2.99{\pm}.63)$, and Knowledge $Storage(2.91{\pm}.82)$. 2) Four knowledge management patterns for nurses, which were derived from cluster analysis, were inactivate pattern, delayed pattern, activate pattern, and high-activate pattern of knowledge management. 3) The degree of knowledge management process activation and 4 elements of knowledge management process, Knowledge Creation, Knowledge Storage, Knowledge Sharing, and Knowledge Utilization, were significantly correlated with nurses' organizational commitment and job satisfaction(p=.000). 4) The nurses' organizational commitment and job satisfaction showed significant differences according to the knowledge management patterns derived from cluster analysis of high-activate pattern, activate pattern, delayed pattern, inactivate pattern(p=.000). Conclusion: These results suggest that there are four knowledge management patterns for nurses, and knowledge management process positively affects the nurses' organizational commitment and job satisfaction. From the above findings, knowledge management process is empirically verified as a useful and effective method to increase organizational effectiveness, and develop the organization.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.4
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• pp.513-524
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• 2013

Purpose: This study was conducted to identify ethical climate factors in hospitals and analyze their influence on job satisfaction and organizational commitment. Methods: A convenience sample of 196 nurses from one national university hospital in J city participated in this descriptive study survey. Instruments included the Ethical Climate Questionnaire, Job Satisfaction Scale, and Organizational Commitment Scale. Cronbach's ${\alpha}$ and factor analysis were done to test reliability and construct validity of the scales. Data were collected from March 15 to March 25, 2013 and analyzed using descriptive statistics, one-way ANOVA, t-test, Pearson correlation, and multiple regression with SPSS/WIN 18.0. Results: Seven ethical climate factors were identified; laws and professional codes, social responsibility, company rules and procedures, self-interest, personal morality, efficiency, and friendship. Factors influencing job satisfaction were friendship (${\beta}$=.25), social responsibility (${\beta}$=.20), laws and professional codes (${\beta}$=.20), and educational level (${\beta}$=.27), explaining 37.6% of variance in job satisfaction. Factors influencing organizational commitment included social responsibility (${\beta}$=.29), friendship (${\beta}$=.27), laws and professional codes (${\beta}$=.23), and age (${\beta}$=.19), with explanatory power of 44.6%. Conclusion: Results can be used as preliminary data for developing new strategies to establish positive ethical climates in hospital environments and thus enhance nurses' job satisfaction and organizational commitment.

• KIPS Transactions on Software and Data Engineering
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• v.2 no.4
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• pp.251-266
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• 2013

By the progress of informatization, the data which is involved in the administration and public organizations are increased the requestion of the utilization. Nevertheless most of the agencies could not actively participate in sharing and opening the data to the public because of data quality problems. The purpose of this study is to verify the relationship for data quality, managerial and organizational factors which is to derive at the level of the organization's data quality management success factors suggested in previous studies, and the acceptance of the organization's quality management. The result identify that organizational factors, organization's data quality management encouragement and support, give effect data quality through the acceptance of data quality management. However, managerial factors was no effect the data quality management acceptance. This study than managerial approach when considering the quality control for the public organizations, in the early days of the current situation of a company-wide consensus was required, as well as directly to the level of quality factors affecting the quality of acceptance is presented to derive but has significance.