• Health Policy and Management
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• v.3 no.1
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• pp.102-123
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• 1993

This study investigates effcts of HMO internal structural arrangements on performance, specially cost reduction measured by hospitalization rate. This study formulates formalization, centralization measured by decision-making participation, differentiation, and coordination as structural factors, considering coordination as an intermediate factor between the rest of structural factors and hospitalization rate. The commonly used HMO types is assumed not effective in explaining performance differences. For the empirical test, I use bootstrap regression analyses with 48 HMOs. The results of the analyses show that HMO types fail to explain differences in hospitalization rate. However, dicision-making participation and differention effectively reduce hospiatalization rate, while frmalization increases hospitalization rate and coordination has nonessential effect on hospitalization rate. And, formalization and decision-making participation positively contribute to achieve coordination in HMO. These findings suggest that the theoretical framework derived from rational-citingency theory of formal organization better explains performance differences of HMOs than HMO types.

• Health Policy and Management
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• v.11 no.2
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• pp.58-84
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• 2001

This study was conducted to explore the relationship between the efficiency and its organizational determinants of tile Community Mental Health Centers(CMHCs). Data are obtained from 81 personnel of 27 CMHCs from Sept. to Oct. in 1999(19 in Kyunggi province, 7 in Seoul City and 1 in Chunchon, Kangwon province). Major findings of this study are as follows. 1. DEA is a mathematical programming technique that optimizes the relative efficiency ratio of inputs over outputs for each decision-making unit(DMU). It produces a summary scalar efficiency ratio for each DMU of CMHCs. It assessed multiple inputs and multiple outputs simultaneously, and compared to specific peer group of CMHCs. 2. Organizational determinants of DEA efficiency of CMHCs we proved as advertisement(＋), location of CMHCs(in public facility)(＋), area of facility(＋), period of operation(＋), job satisfaction(＋), clarity of work-role(vague), cohesion(－), rate of certified personnel(＋), number of referral(＋), and voluntary service time(－).

• Proceedings of the Korean Society for Information Management Conference
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• 2013.08a
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• pp.157-161
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• 2013

본 연구는 작은도서관 운영자의 직무 현황을 파악하고 IPA 기법을 바탕으로 직무 인식도를 분석하는데 목적이 있다. 선행연구와 관련 문헌을 종합, 분석하여 작은도서관의 직무를 '계획 및 행정', '회계', '전산 관리', '자료 조직 및 자료 관리', '이용자 서비스', '이용자 프로그램'으로 구분하고 36개의 직무요소로 세분화하였다. 이들 직무요소의 IPA 결과, '계획 및 행정', '이용자 서비스', '이용자 프로그램'에 해당하는 직무요소의 중요도-수행도가 가장 높으며 '회계'와 '전산 관리'에 해당하는 직무요소의 중요도-수행도가 가장 낮은 것으로 분석되었다. 분석한 작은도서관 운영자의 직무인식도는 작은도서관 운영 개선을 위한 논의의 기초자료로 활용하고자 한다.

• Proceedings of the Korean Society of Disaster Information Conference
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• 2022.10a
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• pp.423-424
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• 2022

본 연구에서는 미국의 국가핵심기반보호제도의 변화에 대해 고찰하고 시사점을 도출한다. 이를 위해 9/11 테러 공격 이후 국가핵심기반보호계획(National Infrastructure Protection Plan)을 중심으로 관련 법률 및 제도와 조직변화를 추적하고 고찰하였고, 이들의 관계를 도식화하여 타임라인(timeline)분석을 실시하였다. 본 연구를 통해 국토안보대통령령-8호(HSPD-8), 대통령령-21호(PDD-21), 사이버보안과 핵심기반법(Cybersecurity & Infrastructure Act)등의 관련 법제 변화를 통해 총 3가지 버전의 NIPP이 있음을 확인할 수 있었으며, 2018년에 사이버보안과 주요인프라청(CISA)이 창설되어 국가핵심기반보호제도업무를 이곳으로 이관하여 운영되고 있음을 알 수 있었다. 또한 국가핵심기반을 보는 관점이 9/11 테러 공격 이후 주요 핵심기반 보호(Protection)에서 주요핵심기반의 복원력(Resilience)제고로 변화하고 있음을 도출하였다.

• The Korean Journal of Archival Studies
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• no.17
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• pp.247-292
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• 2008

Investigations have been started to set the modern history and national spirit to rights after Commissions were established. Those Commissions are established and operated with time limit to finish its own missions. They creates three kinds of records as acquired materials which acquired or are donated for investigation; investigation records as investigation reports; and administrative records that created while supporting organization's operation. The Commissions use more past records to do special tasks asnation's slate clean and uncovering the truth than other agencies. In other words, the commissions take the most advantages of well-managed records, however, their record management environment and operation systems are relatively loose than other permanent machineries. It has three reasons that; first, there is no record management regulations and criteria for machineries that have time limit. This affected each commissions 'systems and 6 Truth Commissions' record management systems are built separately and on the different level; Second, members lack responsibility from frequent sending, reinstatement, change, and restructuring and that makes troubles to produce and manage records; Third, central archives pay less attention to machineries that operated limited period as the truth commissions. The Commissions rather need more systematic control because its records have historical value. To solve these problems, record management regulations have to be prepared first with features of organizations running limited time and commissions' records as acquired materials or investigation records. Furthermore, building up standard record management system for the Commissions, standardizing transfer data, imposing professional record personnel, and setting limits frequent personnel changes would finish practical problems. Besides, those records created to reveal the truth should use for education and research because Truth Commissions are established to set unfortunate history right and not to repeat it again. The records would serve as steppingstone for establishment of the Truth Record Center that does education, information work, publication, and research with the records. The record center would help using the records efficiently and improving knowledge for its people. And, the center should devote people to recognize importance of the records.

• The Journal of the Korea Contents Association
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• v.13 no.9
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• pp.130-142
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• 2013

The objective of the present study was to analyze the functions and requirements of CB (community business) centering on the activation of localities based on research and cases in Japan where CB is discussed actively, and to suggest the necessity and plans for introducing CB in Korea. That is, we examined the utilization of CB fittingly for the condition of Korea centering on success factors derived from research and cases in Japan, and attempted to improve the roles of the government and related organizations in introducing CB as an excellent tool for the activation of localities. Analyze the cause of success factors of CB in Japan, success factors is separated institutional dimension from operational dimension. In the institutional dimension, efficient support systems for activating CB have been established in the central government, local governments, and regions. and in the operational dimension, CB leaders are enthusiastic, members participate actively, and intermediary supporting agencies make a great contribution to CB operation.

• Journal of Convergence for Information Technology
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• v.10 no.2
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• pp.167-175
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• 2020

This study look at the types of conflict that can be the biggest cause of hospital staff turnover, and the project was to provide useful information for stable manpower management of hospital organizations by identifying the factors of can alleviate turnover. The research method collected survey data for administrative and nursing staff from September 16, 2019 to September 30, and conducted t-test, ANOVA, Pearson χ², Regression analysis. According to the analysis, more than half of the respondents said they would relocate if Don't have anything to get from hospital. Factors affecting the Current turnover intention of Administration staff were Superior's egocentric remarks and action, and Unclear job instruction. And Nurses were Superiors' egocentric remarks and action, and Dismissive behavior and unpleasant remarks. Thus, the need to examine organizational culture at the organizational level and organizational culture at the department level was raised.

• Journal of the Korea Convergence Society
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• v.11 no.8
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• pp.55-61
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• 2020

This study was conducted to identify the organizational commitment to health centers in the city of G from September 1, 2018 to September 29, 2018, and empowerment, which is the output of the organization, and to examine organizational diagnosis using the Six-Box Model. In the organizational diagnosis of the health center using the Six-Box Model, the support area was 3.62 points, and the attitude toward change was 3.62 points, which was higher than other areas. In the organizational diagnosis according to gender, the scores of women were higher in males than in males. In the organizational diagnosis according to the type of jobs, the purpose, relationships, rewards, and area scores of nursing jobs were higher than those of other types of jobs. In the future, the public health center is a public institution that provides health administration and medical services to residents of the community, and it is necessary to improve the capacity of the organization through continuous health center organizational diagnosis.

• The Journal of the Korea Contents Association
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• v.10 no.4
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• pp.274-281
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• 2010

The objective of the present study lied in providing empirical analysis over subjects of revenue officers targeted for suggesting effective managerial way for enhanced job productivity by using team commitment as a mediator in the correlation between trust and job productivity. As a result, it was identified that organizational trust, trust in superiors and trust to colleagues perceived by revenue officers have positive effects on team commitment, while the higher team commitment leads to higher job productivity, accordingly leading to better efficiency in carrying out tax-related administration and improving the level of satisfaction as for tax payers. It demonstrated that managers in tax-related organizations must create the foundation affordable for revenue officers to be widely exposed to participate in organization-related key decision-making processes in such a way that encourages and initiates them to have stronger loyalty and self-confidence based on common identity. Furthermore, much effort shall be continuously paid in designing personnel and organizational management policies in order for them to have faithfulness and adherence to their belonged organization.

• 재활복지
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• v.20 no.1
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• pp.151-170
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• 2016

The purpose of the research is to suggest the method to maximize management achievement of the sheltered workshops with analyzing the factors of organizational competencies which affect the business performance. The study was proceeded after suggesting the research model based on discussion on the business performance of Malcolm Baldrige (1987) model which assessed as the most optimized one for evaluation of the business performance of enterprise. First, the organizational competence of the sheltered workshop impact on commercial performance and noncommercial performance meaningfully. The commercial performance affects marketing competence, administrative competence, financial competence in order of mention, and noncommercial performance affects workshop cultural competence, financial competence, leader competence, human resources competence in order of mention. Second, the organizational competence of the sheltered workshop affects comprehensive business performance including commercial and noncommercial, in order of marketing competence, workshop cultural competence, financial competence, and human resource competence.