• Journal of Korean Society of Industrial and Systems Engineering
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• v.32 no.1
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• pp.52-60
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• 2009

This study analyzed the main effect on organizational commitment of organizational justice factors and the moderating effects of appraisal instrumentality on the relationship of three justice factors(distributive Justice, procedural justice, and interactional justice) and organizational commitment. Hypotheses were tested by surveying 468 employees of four universities. This results suggest following important implications. First, all three justice factors are essential to enhance the level of organizational commitment in appraisal about employee of university. Second, especially, the moderating effect of appraisal instrument has been found only between distributive justice and organization commitment.

• Information Systems Review
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• v.6 no.2
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• pp.113-135
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• 2004

This paper defines appraisal items and weights of the items for the purpose of developing an appraisal instrument that objectively measures employee's effectiveness of knowledge contribution. Deductive research is used for the development of appraisal items and delphi method for the development of weights of the items. In the deductive research the term, "effectiveness of knowledge contribution" is first defined. Then knowledge contribution activities are classified as "dimension of explicit contribution" and " dimension of tacit contribution" due to the characteristics of knowledge. Each dimension is divided again by components. The dimension of explicit contribution is divided according to the content of knowledge, and the dimension of tacit contribution is divided according to the extent of tacitness of knowledge contribution. The total components of dimensions are 7. The dimension of explicit contribution is composed of factual knowledge and procedural knowledge. The factual knowledge is made up of "procedural knowledge outcome" and "other factual knowledge". The procedural knowledge is made up of "procedural knowledge manual" and "lessons-learned procedural knowledge". The dimension of tacit contribution is composed of "agency", "model" and "Q&A". The basic framework for measuring 7 components of knowledge contribution is quantitative and qualitative approach. This paper is premised on the assumption that the outcomes of employee's knowledge contribution activities are recorded in the knowledge management systems in order to evaluate them objectively. The appraisal items are defined as follows: at the dimension of explicit contribution, in quantitative approach, "the upload number" or "performance number", and in qualitative approach, other employee's "referred number" and other employee's "content and format satisfaction evaluation"; at the dimension of tacit contribution, "demanded number of performance" After the development of appraisal items by the deductive method, delphi method was used for the analysis of the weights of the items with the total degree of knowledge contribution, 100. This research does not include the standard marks of the appraisal items. It is because when companies apply this appraisal instrument, they could use their own standard appraisal marks of the appraisal items considering their present situations and companies' goals. Through this almost desert-like research about the appraisal instrument of employee's knowledge contribution effectiveness, it proposes a cornerstone in the research field of appraisal instrument, which provides a standard for employee's knowledge contribution appraisal, and appraisal items that make organizational knowledge to be managed more systemically in business sites.

• Proceedings of the Korean Society for Noise and Vibration Engineering Conference
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• 2007.11a
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• pp.242-247
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• 2007

After the Industrialization of 1960s, while it has greatly contributed to the industrial development owing to acceleration of mechanization, but it is real situation that the countermeasure to Noise Damage generating at the loud noise workshop is scarcely made. Especially, the Instrument-Noise made at factory and workplace is so shocking and repeatedly reiterating terrible noise that most of the spot workers are forcedly imposing such dangers as the severe unpleasant feeling and hearing impairments. On such point of view, this Research has attempted to extract the proper Rating Vocabulary in order for valuation on Instrument Noise made at the terrible noise-workplace, therefore it is considering that those extracted Vocabularies could be utilized as the useful materials for appraisal on Instrument Noise, also for establishment of Regulation-Standard with regard to Acoustic Psychology Experimentation and Instrument Noise.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.270-278
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• 2016

Purpose: The purpose of this study was to develop a performance appraisal tool (PAT) for postoperative anesthesia care unit (PACU) nurses. Methods: This study was a descriptive, non-experimental methodological study. The PAT was developed through a literature review and tests for validity and reliability. Results: Subsequent to a review of the literature on nursing performance of PACU nurse, a 63 item questionnaire was developed. Through factor analysis, 61 items in 3 domains with 8 factors were derived. Cronbach's ${\alpha}$ coefficient of the final instrument was .99. Conclusion: This tool is an efficient PAT for PACU providing meaningful feedback for professional growth in PACU nurses.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• Women's Health Nursing
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• v.23 no.4
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• pp.221-232
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• 2017

Purpose: This study aimed to conduct a systematic review and to describe characteristics of the birth experience assessment instrument. Methods: Literature related to the development of the birth experience assessment instrument was examined using a systematic review method. A literature search was conducted using the keywords as '[normal birth]; [$satisfac^*$ OR care quality]; [instrument OR scale] AND (development)' through PubMed, CINAHL, SCOPUS, PsycINFO, and RISS. The search used quality appraisal through QUADAS (Quality Assessment of studies of Diagnostic Accuracy included Systemic reviews) yielding 17 records. Results: The birth experience assessment instrument was categorized for instrumental characteristics: birth satisfaction (n=8), perception of labor experience (n=5), and birth care quality assessment in normal and operative birth experiences (n=4). Important key elements for content characteristics were as follows: nursing practice (n=10), pain control (n=5), environment (n=5), participation (n=4), and support (n=4). Conclusion: This study demonstrated that the birth experience instrument is appropriate for measuring quality of birth care in various clinical conditions. This review of the birth experience instrument reports that an appropriate psychometric tool for enhancing quality of birth care is important.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.290-302
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• 2015

The study purpose was to test the validity and reliability of the Korean version of the Revised Stress Appraisal Measure (RSAM) to assess stress appraisal in undergraduate students. Internal consistency reliability, construct and criterion validity were calculated using IBM SPSS Statistics 21 and AMOS 21 program. Survey data were collected from a convenience sample of 296 undergraduate students enrolled in five universities in G city and C area, South Korea. The Korean version of RSAM categorized into 5 factors explaining 68.4% of the total variance. The model of five subscales was validated by confirmatory factor analysis (p<.001, Goodness of Fit Index, Adjusted Goodness of Fit Index, Normed Fit Index, Comparative Fit Index >.08, Root Mean Square Error of Approximation=.056). In criterion validity, the scores for the scale were significantly correlated with the Perceived Stress Scale-Korean. Cronbach's alpha coefficient for the 19 items was .73~.89. The Korean RSAM showed satisfactory construct and criterion validity and reliability. Thus it may be an appropriate instrument for measuring stress appraisal in Korean university students.

• Journal of Information Technology Applications and Management
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• v.19 no.4
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• pp.197-212
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• 2012

In this paper, we report the public IT policy case results to restructure informatization level indices for small and medium sized enterprise(SME). The indices restructuring project was initiated by TIPA with the group of experts during 2011, and the newly amended indices was employed as the formal instrument to measure SME informatization level. The critical drivers to reform the indices include simplification for more accurate measurement of SME informatization level, reshaping key representative indices of smart IT to better publicize SME's interest toward advanced IT, and systematic reconfiguration of performance measures which reflect business performance enhancement effect through IT investment. Indeed, the IT performance indices are unified to incorporate the instrument for general SME informatization level survey and IT adoption subsidy's effectiveness appraisal. The procedures and details of logic illustrated in this paper provides useful insight for successful implementation of SME informatization as well as for the better policy deployment of IT subsidization for SMEs.

• Child Health Nursing Research
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• v.22 no.4
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• pp.265-278
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• 2016

Purpose: The aim of this study was to conduct a systematic review and to describe the characteristics of child abuse screening instruments. Methods: Articles regarding the development of a child abuse screening instrument were investigated using the systematic review method. A literature search using the keywords "child and abuse or maltreatment and instrument or screening tool" in English, and "child," "abuse," and "instrument" in Korean, was conducted of material published in PubMed, PsycINFO, CINAHL, SCOPUS, ERIC, and RISS. Database and bibliographic searches, and quality appraisal using the Quality Assessment of Diagnostic Accuracy Studies tool that included systemic reviews, yielded 17 records. Results: Key elementary child abuse screening instruments were developed for physical, psychiatric, affective and sexual and child neglect assessment. The instruments' target populations were children at home and in institutions. The reviewed instruments had the advantage of diagnosing past, concurrent, and indirectly, potential child abuse. Conclusion: The results of this study demonstrate that child abuse screening instruments are available for screening and for assessment of abused children in various circumstances. This review of child abuse screening instruments offers evidence for the acceptable use of optimal psychometric tools for child abuse assessment and provides guidelines for child health nursing practice.

• Pediatric Gastroenterology, Hepatology & Nutrition
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• v.25 no.2
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• pp.109-120
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• 2022

Purpose: While regurgitation is a common and often benign phenomenon in infants and younger children, it can also be a presenting symptom of gastroesophageal reflux disease (GERD). If untreated, GERD can lead to dangerous or lifelong complications. Clinical practice guidelines (CPGs) have been published to inform clinical diagnosis and management of pediatric GERD, but to date there has been no comprehensive review of guideline quality or methodological rigor. Methods: A systematic literature search was performed, and a total of eight CPGs pertaining to pediatric GERD were identified. These CPGs were evaluated using the Appraisal of Guidelines for Research and Evaluation instrument. Results: Three CPGs were found to be "high" quality, with 5 of 6 domains scoring >60%, one "average" quality, with 4 of 6 domains meeting that threshold, and the remaining four "low" quality. Conclusion: Areas of strength among the CPGs included "Scope and Purpose" and "Clarity and Presentation," as they tended to be well-written and easily understood. Areas in need of improvement were "Stakeholder Involvement," "Rigor of Development," and "Applicability," suggesting these CPGs may not be appropriate for all patients or providers. This analysis found that while strong CPGs pertaining to the diagnosis and treatment of pediatric GERD exist, many published guidelines lack methodological rigor and broad applicability.