• Journal of Family Resource Management and Policy Review
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• v.19 no.4
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• pp.163-181
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• 2015

This study focused on the Healthy Family Support Center and Multicultural Family Support Center, which supervise the main field of family resource management with institutional household factors. Our research objective was to present datas demonstrating an improvement in the organizational effectiveness of the Multicultural Family Support Center. The burn out average of employees working for the non-profit organization was 2.45, emotional burnout was 2.87, achievement was 2.43, and dehumanization was 2.06. The effectiveness average of the nonprofit organization was 3.56, profitability was 3.65, job satisfaction was 3.58, and organizational commitment was 3.45. The generic characters that caused burnout were age, information, and professionalism in research. The generic characters and burnout that affected the organizational effectiveness included a lack of accomplishment, and emotional exhaustion, and depersonalization, lack of information and professionalism, lack of external resources in that order. The purpose of this research was to determine the effects of burnout in order to prevent job changes and to provide basic data for the improvement of organizational effectiveness.

• Journal of Agricultural Extension & Community Development
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• v.1 no.1
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• pp.37-45
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• 1994

This study was conducted to investigate the organizational climate of the agricultural extension education agencies and its influence on their educators` attitude toward job in Korea. The specific objectives of the study were 1) to identify the educators` perception of the organizational climate in the agricultural extension education agencies, and 2) to determine whether or not the educators` perception of the organizational climate influnce on their attitude toward job. Organizational climate has bees defined by many scholars as the properties of the social psychological environment perceived by organization members. There are various theoretical interpretations offered by die scholas about the effect of organizational climate upon organization members` behavior. Through a series of the theoretical reviews, this study could draw more than twenty variables in four types of organizational climate which might be perceived by the educators of agricultural extension education agencies and might influence upon their attitude toward job. The data were collected mainly through questionnaires sent to the responsible officers for administering the questionnaires for all adult educators of 30 agricultural extension education agencies randomly sampled from the population of 190 agencies. After data cleaning, a total of 629 responded questionnaires were analyzed for the study. The statistical methods used in the study were percentile, correlation, one way analysis of variance and multiple regression analysis. The two major findings of the study were as follows : 1. The organizational climate of agricultural extension education agencies were classified into four types : 1) democratic-autonomous, 2) cooperative-friendly, 3) achievement-oriented, and 4) bureaucratic-authoritarian. Among these of organizational climates, the cooperative-friendly one was most positively but the bureaucratic-authoritarian one was least positively perceived by the educators. 2. The educators` potion of the organizational climate and their attitude toward job were significantly correlated. The educators` perception of the organizational climate explained 41 percent of the variance of their attitude toward job in a multiple regression analysis In particular, the perception of the achievement oriented type of the organizational climates alone explained 34 percent of the variance of the favorable attitude.

• Journal of Educational Research in Mathematics
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• v.17 no.3
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• pp.271-293
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• 2007

Mathematics workbook is developed according to the amendment of the 7th national curriculum of mathematics. This study polled 300 national mathematics teachers in the elementary school, middle school, and high school to find out what they think in conjunction with the introduction of mathematics workbook such as needs for mathematics workbook, teachers' recognition about the system of mathematics textbook and workbook which are proper for lesson of achievement level and organization of mathematics workbook before using the mathematics workbook in school. As a results, mathematics teachers want the introduction of workbook because it helps students' self-regulated learning of mathematics and it is material very valuable for teachers to give lessons of achievement level. Also, we suggest the organization and contents of mathematics workbook on the base of our survey. Mathematics workbook has a lot of exercises assessing into the upper, intermediate, lower level in the contents, concepts of mathematics learning. It has the items developed with various problem solving methods and emphasis on performance tests, an essay-type examination and a periodical assessment. It has the problem posing items and the corner that helps students revise their mathematical errors and proposes useful, interesting mathematical activities and the commentary of a correct answer to questions at the tail of the book.

• Journal of the Korea Society of Computer and Information
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• v.19 no.1
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• pp.157-168
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• 2014

In general, there are three factors which compel employees to leave their position at a company: duties in organization, perception related to organization, and attitude built through the previous factors. The purpose of this study is to investigate the influence of the factors on the turnover intention and the decreasing achievement affected by the turnover. For this study, the perceived organizational support and organization commitment were chosen as worker's attitude variables which affects turnover intention. The results through the actual analysis are as follows: 1. Worker's emotional commitment is on the increase when the organization values their increased efforts as precious and makes efforts to improve welfare system. 2. Worker's turnover intention decreases as the stronger emotional commitment enables them to gain more consciousness to stay longer at the company. 3. The worker who possesses stronger lasting commitment tends to have some inclination to leave his current position if other organization offers compensation enough to make up for the current investment. 4. Worker's turnover intention decreases when they perceive that the organization acknowledges employees' value and supports them. 5. Worker's turnover intention at the small-middle sized companies is higher than at major companies. In this study, four out of five hypotheses, which are based on theoretical examinations and backgrounds, gain verified results. In the end, it is showed that the perceived organization support can increase the emotional commitment which makes it possible to decrease turnover intention. Consequently, it can be said that the appropriate human resources management is to explore the ways to decrease worker's turnover intention by improving labor environment and searching for the way to promote worker's commitment to their organization through the perceived organization supports.

• Journal of Korean Society for Quality Management
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• v.43 no.1
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• pp.67-84
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• 2015

Purpose: By analyzing what kind of organizational reaction is shown by employees to corporate social responsibility (CSR), I want to propose a plan to maximize achievement(organizational commitment and productive behavior) within corporation. Methods: Regression analysis is used to analyze relationship between CSR awareness and achievement within corporation. Then structural equation model is used to check control effect of corporate member's participation in CSR. Results: It is proved that employee's CSR awareness has positive relationship with organizational commitment and productive behavior. It is shown that when employees have participated in CSR programs directly, effectiveness of relationship was especially higher for Organizational Citizenship Behavior (OCB) and innovative behavior. Conclusion: In order to increase organizational commitment and productive behavior of employees, corporation's social responsibility management, in other words ethical management must be used so their motivation can be increased and so they can directly participate in CSR programs which will increase effectiveness of organization.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.4
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• pp.43-54
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• 2021

Purpose - Stakeholders play a vital part in the company's CSR activities and they are part of the company's achievement and affect the company's achievement or business objectives. This study aims to add insight into the already existing knowledge how the organizational culture can promote corporate social welfare activities. Research design, Data, and methodology - The current authors obtained text data for the possible practical suggestions which might be used for the creation of coding method. That implies that the present author investigated only trustable textual sources to provide for the possible solutions such as peer-revied sources and published book. Result - Research results indicated that organizational culture promotes corporate social welfare activities by making people know their values and understand how they come about. Not every community knows what its members want and how to achieve its needs. Sometimes, a community can obtain the values and principles of an organization and incorporate them into community values. Conclusion - Executive leadership and customers are part of society. Any strategy that influences their operation and works ethic influences the contact of the community. This research found methods vital in setting up an excellent culture that enhances profitability and the corporate social welfare activities through motivation and communication.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.8
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• pp.409-419
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• 2021

The study examines the effects of digital accounting on financial reporting quality, accounting information usefulness, and strategic decision effectiveness of listed firms in Thailand through digital transformation as the moderating variable. A total of 313 listed firms in Thailand were selected as the sample for the study. Structural equation model and multiple regression analysis are applied to test the research relationships. The results of the study show that digital accounting has a significant effect on financial reporting quality, accounting information usefulness, and strategic decision effectiveness. Financial reporting quality significantly affects both accounting information usefulness and strategic decision effectiveness while accounting information usefulness has a significant effect on strategic decision effectiveness. Both financial reporting quality and accounting information usefulness mediate the digital accounting-strategic decision effectiveness relationship. In addition, digital transformation moderates the digital accounting-financial reporting quality relationship and the digital accounting-accounting information usefulness relationship, but it does not moderate other relationships. Accordingly, digital accounting plays a significant role in determining and explaining firms' goal achievement. Executives are suggested to learn, invest and utilize the digital accounting system in the organization to ensure goal achievement and enhance organizational sustainability.

• Journal of agricultural medicine and community health
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• v.16 no.1
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• pp.3-9
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• 1991

In order to find out status of health care for community residents with special reference to organization and man power in a rural health subcenter, a study was carried out, through analyzing the data, operated by health subcenter during 1973~1990 in a rural area, Su Dong-Myun, Nam Yang Ju-Gun, Kyung Gi-Do, Korea. The following results were obtained : l) The Number of Population in Su Dong-Myun is decreasing and household is increasing chronologically. 2) In 1989, the characteristics of population composition rate in Su Dong-Myun were shown : the groups of Age, 65 and over was high rate(9.8%) and 0~4 was low rate(5.3%) decreasing chronologically. 3) Since 1972, services of Su Dong-Myun health subcenter have been carried in the 3 functions(medical treatment, health care management and clerical work) with supports of Ewha Woman's University through the participation of community residents organization. 4) The Number of Su Dong-Myun health subcenter personnel in 1990 was 5 persons(public health doctor l, public health dentist l, health worker l, dental technician l and assistant nurse l) and of these, health worker who must have the huge charge of health care management, has been worked at Myun-office as a public official, in condition, decreased from 3 in 1980 to 2 in 1981 and from 2 to 1 in 1985. 5) Health service Activities of Su Dong Myun health subcenter obtained good results in it's achievement during 1975-1985, but since 1986, it has been in condition of lower stepping. 6) Since 1977, annual medical utilization rate showed decreasing tendency such as 900 per l,000 population in 1977, 846 in 1979, 723 in 1981, 343 in 1973 and 34l in 1987. 7) A proposal : (l) Organization of health subcenter must be unified and systematized by government, so that health subcenter can carry out primary health care for community residents through responsibilities and authorities. (2) Teaching programs in educational process must be reorganized, according to periodical request. considering relative importance to primary health care in health care needs of community residents.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.32 no.3
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• pp.575-590
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• 2022

Recently, organizations are increasing their investment to protect information resources from information security(IS) threats through the adoption of IS policies and technologies. However, IS incidents occur in a variety of ways, such as intrusions from outside the organization and exposure to the inside. Our study presented the negative effects of IS role stress on organizational insiders and suggested factors from the organizational and individual perspectives for mitigating IS role stress. We conducted a survey on employees of companies that introduced and applied IS policies to their work and tested the hypothesis using 329 samples. As a result, IS organization justice reduced IS role stress and strengthened IS positive psychological capital, thereby affecting the IS compliance intention of employees. Also, IS positive psychological capital moderated the relationship between IS stress and IS compliance intention. This study contributes to the achievement of internal IS goals by suggesting the conditions that affect the IS compliance behavior of employees in terms of the organizational environment and individual characteristics

• Journal of Global Scholars of Marketing Science
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• v.8
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• pp.111-138
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• 2001

Currently marketing researchers are investigating the causal variables affecting to salesforces' performances. Some researchers found personal and organizational affecting variables as well as structural context of variables. But almost affecting variables examined in salesforce performance researches are personal characteristics. Such organizational variables like leadership, organization's market orientation would be worth to examine in salesforce performance researches. Thus this research is intended to analyze effects of personal and organizational characteristics on salesforces' performances. Data for this research were elicited from sales representatives of motor companies. Data collected were analyzed by regression analysis using SPSSWIN Ver.10.0. The following are major findings of this research. 1. Leadership whether transformational or transactional affected on salesforces' performances. But it was not accepted that transformational leadership would be superior than transactional leadership. 2. Market Orientation of organization affected on its salesforces' performances. 3. Personal characteristics such as need for achievement, compensation predispositon, self efficacy, learning goal orientation were affect on salesforces' performances. But it found that effects of intrinsic compensation predisposition on salesforces, performances were reverser (-). Based on the above findings, the following conclusion could be drawn: 1. Organizational variables like leadership and market orientation are key managerial variables in the sales organization, meaning that sales manager development and organization's market-driven culture are important. 2. Through recruiting and educating, raising salesforces' self-esteem is necessitated.