• The Korean Journal of Health Service Management
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• v.14 no.2
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• pp.67-77
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• 2020

Objectives: The Purpose of this study is to investigate the effect of self-leadership on the organizational effectiveness of a dental hygienist who has completed a bachelor's degree of dental hygiene science. Methods: A self-reported questionnaire was completed by 303 dental hygienists in the Jeonbuk area from July 1 to August 31, 2019. Data were analyzed through the chi-square test, t-test, one-way ANOVA, and multiple regression analysis using the SPSS 18.0 program. Results: Subject's age, marital status, and clinical experience had significant effects on self-leadership and organizational effectiveness. It was found that the course completion status of bachelor's degree was related to self-leadership and organizational effectiveness. Conclusions: Completing a bachelor's degree in dental hygiene science impacts self-goal setting and constructive thinking of self-leadership. This also influences job satisfaction and organizational commitment.

• Information Systems Review
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• v.12 no.1
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• pp.81-105
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• 2010

This research explores the role of personal performance expectation, task-technology fit, perceived rewards, shared vision, usefulness of knowledge sharing, top management support, organization culture, organizational commitment, KMS self-efficacy as antecedents which affect knowledge sharing activity as a consequence and investigates relationships among variables considering characteristics. The results show that members' perceived personal performance expectation, task-technology fit, perceived rewards, shared vision, usefulness of knowledge sharing, top management support, organization culture, organizational commitment, KMS self-efficacy has a positive effect perspectively on knowledge sharing in a organization. Especially, the fact that perceived members' task-technology fit, perceived rewards, usefulness of knowledge sharing is more important than other variables was confirmed. The results of this study, knowledge-sharing activities of the enterprise, members of the organization's business strategy for the activation process is expected to help.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.167-175
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• 2014

Purpose: The purpose of this study was to identify the levels of customer orientation in nurses whose work experience was between 1 and 5 years and to examine factors associated with customer orientation and nursing productivity. Methods: For this descriptive correlational study, nurses (N=164) were recruited from a University Hospital in B city, from November 1 to 23, 2012. Questionnaires included measures of customer orientation, nursing productivity, organizational commitment, job stress, and turnover intention. Data were analysed with the SPSS/WIN 18.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and stepwise multiple regression. Results: The mean age of participants was 25 years, 96% were single, and 54.9% had a bachelor degree. Organizational commitment (${\beta}$=.387) and job stress (${\beta}$=.280) significantly explained the variance in customer orientation ($R^2$=15.8). Customer orientation (${\beta}$=.479), education level (${\beta}$=.196), and turnover intention (${\beta}$=-.184) significantly explained the variance in nursing productivity ($R^2$=35.3). Customer orientation was the most important factor in explaining the variance in the nursing productivity. Conclusion: This study highlighted the relationship between customer orientation and nursing productivity. Improving the customer orientation could result in increasing nursing productivity. Future managerial intervention to improve customer orientation is warranted.

• Journal of Engineering Education Research
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• v.21 no.1
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• pp.44-55
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• 2018

The purpose of this study is to investigate the relationship between post - employment job satisfaction and both short-term (4-12 weeks) and long-term (12+weeks) on-site training. For this purpose, 405 graduates who had completed on-site training (205 short-term, 200 long term) during the school year were surveyed. The results of the comparative analysis of both short-term and long-term on-site training participants are as follows: In both short-term and long-term on-site training, it was found that on-site performance during the school year did not directly affect post-employment job satisfaction. In the case of short-term on-site training participants, job match and organizational commitment were found to have no mediating effect on the correlation between on-site training performance and job satisfaction. On the other hand, in the case of long-term on-site training participants, the analysis showed that job match and organizational commitment had mediating effects on the correlation between on-site training performance and job satisfaction. These effects are not solely attributable to differences in duration of training; the differences in operating systems and the degree of preparation derived from these systems also affect the level of on-site training for students, businesses, and schools. This paper summarizes these findings and suggests the following improvement plans for on-site training in the future: First, short-term on-site training is required to establish a systematic basis in order to enhance students' preparedness level. Second, both short-term and long-term on-site training should improve the skills and field understanding for students' majors through systematic quality management during the training period. Third, it is necessary for universities to increase expectations and quality of short-term on-site training for all involved while simultaneously reducing the gap between educational goals and practice in this field.

• Journal of Distribution Research
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• v.9 no.2
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• pp.45-73
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• 2004

The goal of this study is to broaden our understanding about the antecedents for job turnover intention of salesforces. In addition to the previously studied antecedents such as job performance, satisfaction, organizational commitment, in this study we are particularly interested in the variable of alternative attractiveness which is often studied in social exchange theory, Thus, we suggest a model with a new antecedent for job turnover intention by introducing alternative attractiveness. We collected and analyzed the data from the survey on the 178 salespeople at the life insurance companies. We find the alternative attractiveness as an significant antecedent for the turnover intention. Specifically, the more attractive the alternative the greater the intention of turnover. However, we also find that the salesforces are less attracted to the alternative if they are satisfied with their works, Therefore, we believed this research can be a seminary work with the relational perspective for the studies of salesforce management.

• Journal of Technology Innovation
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• v.20 no.3
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• pp.153-180
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• 2012

The objective of this study is to identify the characteristics of high performer among R&D professionals and to examine the effects of LMX(Leader-Member Exchange) and TFL(Transformational Leadership) on job satisfaction or organizational commitment. The empirical result shows that; 1) when compared with the low performers of R&D professionals, the high performers have more proactive personality such as risk-taking propensity, self-efficacy, need for achievement, 2) the high performers have more innovative problem-solving style, 3) the impact of LMX and TFL on job satisfaction or organizational commitment is significant and positive, 4) the augmentative effect of TFL over LMX on job satisfaction or organizational commitment exists for low performer but does not exist for high performer. Based on the result, the theoretical and practical implications are discussed.

• Industry Promotion Research
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• v.1 no.1
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• pp.13-18
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• 2016

This study verified the effect of the application of National Competency Standard on job involvement. The study results showed that the application of National Competency Standard significantly affected Organizational Commitment(${\beta}=.583$, p<.001) and Job Performanc(${\beta}=.366$, p<.01). Spcecifically, the application of National Competency Standard in hiring process and developing ability significantly affected Organizational Commitment(p<.001), and the application of National Competency Standard in developing ability significantly affected Job Performance(p<.05). This study proved the validity and effectiveness of adopting National Competency Standard in human resource management by confirming the effect of the application of National Competency Standard on job involvement.

• Culinary science and hospitality research
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• v.16 no.1
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• pp.61-77
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• 2010

Hotel practitioners are searching for leadership typology to maximize employees' capabilities and consistency in their attitude. Also, they are increasingly interested in their employees' traits which constitute and influence their job attitude. This study sought to investigate the impact of servant leadership mediated through self-leadership on employees' job attitude. Focused on hotel restaurant employees, representing 15 hotels in Seoul Metropolitan Area, a survey was conducted and 272 respondents out of 297 were empirically analyzed. The collected data was analyzed with the SPSS 12.0 for Windows and AMOS software program. Structural equation modeling was conducted to test the hypotheses. The results suggested that servant leadership has a significant impact on self-leadership. Furthermore, self-leadership was found to have a significant impact on job satisfaction. However, direct influence of self-leadership on organizational commitment was not found. Finally, servant leadership was found to have a direct impact on job satisfaction. On the other hand, servant leadership positively influences on organizational commitment when mediated through self-leadership. In addition, this study provides practical implications for hotel restaurant professionals in linking servant leadership mediated through self-leadership to job attitude.

• Journal of Navigation and Port Research
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• v.36 no.3
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• pp.149-155
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• 2012

This study primarily analyzed the use of shipping companies' welfare program by the characteristics of crew's demography and working condition on board, and next examined the effect of the satisfaction to the program on the organizational commitment and job satisfaction to the companies, in order to survey the shipping companies' welfare reality which has performed an influential role to meet the various welfare needs of personal crew. According to the findings in the recent survey of 459 seamen on board, there are differences among the use of the program by crew's the tolerance to work on board and personal characteristics, for example, age, marriage, position, period on board, and years of service. Moreover, the study verified the fact that the higher satisfaction to the use of those program, the higher organizational commitment and job satisfaction of crew.

• Journal of dental hygiene science
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• v.6 no.2
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• pp.107-111
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• 2006

This study purports to investigate the determinants of intent to leave of dental hygienists working at dental clinics. The sample used in this study consisted of 356 dental hygienists selected from nationwide Korea. The independent variables contain three groups of determinants: 6 structural variables, 2 psychological variables and one environmental variable. Job satisfaction and organizational commitment were included in the model as intervening variables. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of the path analysis indicate that the following variables have significant total effects on the intent to leave of dental hygienists: organizational commitment, supervisory support, job satisfaction, alternative job opportunity, positive affectivity, role conflict and job autonomy. The results imply that the administrators of dental clinics should make an effort to motivate dental hygienists by redesigning their work process, to provide them with more autonomy in doing their work, and to develop their job knowledge and skills through continuous training and education.