• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.190-203
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• 2016

Based on the premise that a systematic career process was one of the essential elements of successful task performance both for individuals and the organization in the field of social welfare, this study set out to empirically analyze factors influencing the career commitment of social workers at a multidimensional level and provide practical implications for the directionality of career management on the basis of data with theoretical and statistical accuracy. For those purposes, the study collected individual and organizational characteristics data from 787 social workers at 46 agencies through a structured questionnaire and analyzed influential factors through the multilevel analysis technique by taking organizational effects into account. The analysis results show that explanations by the organization characteristics recorded significant 15% in the total variance of career commitment and that its influential factors included such significant variables as the protean career attitude, desire for growth, human network, and self-efficacy at the individual level and also the qualification compensation system at the organizational level. The study then proposed and discussed integrated practice strategies between individuals and agencies as the measures to promote career success through the activation of individual factors based on the consideration of organizational effects such as the application of an employee assistant program, provision of incentives to professional career development, and shift to a learning organization.

• Management & Information Systems Review
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• v.32 no.3
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• pp.153-172
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• 2013

Small and medium-sized enterprises(SMEs) have limited human and material resources than large firms. SMEs are characterized by high risk and dynamic working environments. Thus human resources having knowledge and technologies are very important factor for survival and performance in SMEs. Recently, as core employee group is a key asset to firm competitiveness, many SMEs attend to set up core employee policy and system. The purposes of this research are to examine the effect of core employee policy and core employee management system on competitiveness of human resource and organizational commitment in SMEs. The major findings of the research are core employee policy have non-significant influence core employee management system, core employee policy have positive influence competitiveness of human resource, core employee management system have non-significant influence competitiveness of human resource, and competitiveness of human resource have positive influence organizational commitment in SMEs.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.12 no.4
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• pp.25-34
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• 2017

In market-oriented, infinite competition era, even the world's top-tier companies can be collapsed suddenly. In order to continue to grow, a company must constantly introduce new value to the market. What is required in today's business environment is the manifestation of entrepreneurship. The purpose of this study is to examine the relationship between corporate entrepreneurship and business performance and organizational commitment. The results of the empirical analysis are based on the data from companies which have more than 20,000 employees and 30 years business history. Structural Equation Modeling analysis was conducted to confirm the relationship between corporate entrepreneurship, business performance, and organizational commitment. Also, multiple Regression Analysis was conducted to confirm the relationship between entrepreneurial competency, corporate entrepreneurship performance, and management expectation performance. The causality between latent variables was significant. As a result, it was proved that entrepreneurial competencies had the significant effect on both corporate entrepreneurship performance and management expectation performance. Also, the study result was proved that organizational commitment showed the mediating effect between entrepreneurial competencies and corporate entrepreneurship performance. Based on the study results, the needs for developing individuals equipping entrepreneurial competencies was identified for increased business performance which was accomplished through the manifestation of entrepreneurship.

• Management & Information Systems Review
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• v.37 no.4
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• pp.271-287
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• 2018

Salespersons play an important role in strengthening a firm's marketing competitiveness advantage because they provide service through the direct contact with customers. This research tests several hypothesized relationships between their career performances(incomes, job satisfaction and organizational commitment) and marketing comprtitiveness advantage. The data used in this study to measure the hypotheses is 'Human Capital Enterprise Panel Data 2015(5th) that was collected by Korea Vocational Training Institute. The results showed that the earnings was not significantly different depending on salesperson's self-directed career management. The job satisfaction and organizational commitment of the salesperson positively affected firm's marketing competitiveness advantage, but the effects of salesperson job satisfaction and organizational commitment on firm's marketing competitiveness advantage were not significantly different depending on salesperson's self-directed career management. This study confirmed that it is necessary to regard career movement as the significant resources of the marketing competitiveness advantage as self-directed career management rather than a negative point of view.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.356-367
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• 2021

This study is a study on how much organizational leadership influences customer orientation so that it can secure and maintain a continuous competitive advantage in the rapidly changing environment of corporate management and public organizations. it was approached through theoretical consideration of pygmalion leadership. The purpose of this study is as follows. First, a conceptual definition of the three research variables of pygmalion leadership and its constituent atmosphere, feedback, and output is given. Second, the casual relationship between the conceptually defined three research variables of pygmalion leadership and self-efficacy and organizational commitment was verified. Third, the casual relationship was verified on the extent to which pygmalion leadership influences customer orientation through self-efficacy and organizational commitment, which are parameters. Fourth, through the verification result of the casual relationship between the research variables constituting the research model of this study. It was intended to present an implication. In addition, the significance of direct causal relationships between the research variables of pygmalion leadership, mediating variables, and dependent variables, which constitute the verified research models was verified, and the results of hypothesis testing were presented, and the academic and practical implications of the results of this study were presented.

• Korea Journal of Hospital Management
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• v.28 no.3
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• pp.15-26
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• 2023

Purposes: Evaluate the level of mental health of administrative workers in medical institutions during the COVID-19 epidemic, and check the relationship. Methodology: It targeted 183 administrative workers at medical institutions located in Jeollabuk-do. The data survey method used a self-filled questionnaire, and the data collection period was 30 days from November 16, 2021 to December 16, 2021. A comparative analysis was conducted to find out the correlation between the subjects' biological factors, environmental factors, lifestyle factors, job related factors and depression, Post Traumatic Stress Disorder, and job stress. Findings: As an influencing factor of depression, it was found that the longer the working period, the higher the depression, and the higher the position, job satisfaction, and the total amount of smoking, the lower the depression. Due to the effect on Post Traumatic Stress Disorder, the higher the total amount of smoking, the higher the Post Traumatic Stress Disorder after effects, and the higher the organizational commitment and job satisfaction, the lower the Post Traumatic Stress Disorder aftereffects. It was found that organizational commitment had the highest influence on Post Traumatic Stress Disorder. As an influencing factor on job stress, it was found that the higher the job related factors was job satisfaction and organizational commitment, the lower the job stress. Practical Implications: Variables such as moderate physical activity, alcohol consumption, total smoking, working period, position, job satisfaction, and organizational commitment were identified as factors influencing depression, Post Traumatic Stress Disorder, and job stress during the COVID-19 pandemic.

• Journal of Preventive Medicine and Public Health
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• v.32 no.3
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• pp.374-382
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• 1999

Objectives: Organizational culture has beer important in field of organizational behavior research for the past decade. Although there has been a growing interest in the organizational culture and organizational effectiveness, there is few research in health care field. This study was carried out to investigate the relationship of organizational culture and organizational effectiveness at general hospital. Methods: Data was collected by self-administrated questionares. Organizational cultures were measured by using Likert scale. A general hospital in Kyunggi-Do was selected and survey was conducted to 675 workers. Data was analyzed with computer package, PC-SPSS. Results: There were four types of organizational culture in this hospital consensual culture, developmental culture, hierarchical culture, rational culture. Many workers recognized their culture as rational culture and developmental culture. This finding showed that the hospital had both human related and task related climate. There were some differences in recognition of sub-organizational culture by occupational group, but perceived organizational culture was in accordance with sub-organizational culture in general. Multiple regression analysis and multiple logistic regression analysis were conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with organizational commitment and job-satisfaction. Conclusions: These results showed that types of organizational culture were significantly related to organizational effectiveness and understanding the existing culture is essential to develope their organizational effectiveness.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.625-639
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• 2003

Purpose: The Purpose of this study was to identify the relationship between managerial characteristics of the nursing organization and organizational effectiveness. Method : The data were gathered from the self-reported questionnaires of 717 nurses who work for eight different general hospitals located around Seoul and Kyounggi province. The period of data collection was from December 12 to December 7, 2002. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, and ANOVA with SAS & SPSS Program were used. Result : 1) Managerial Characteristics of the Nursing Organization were positively related to all of the organizational effectiveness. Transactional leadership were negatively related to all of the organizational effectiveness. 2) 'Shared Value' and 'Communication' showed a significant difference except religion. 'Autonomy' showed a significant difference except religion, major field of practice. 'Job Motivation' showed a significant difference except marital status, religion. 'Transformational leadership' showed a significant difference except marital status, religion, major field of practice. 3) 'Job satisfaction' showed a significant difference except religion, major field of practice. 'Organizational commitment' and 'Organizational citizenship behavior' showed a significant difference except religion. Conclusion : From the above results, the highly perceived with managerial characteristics of the nursing organization is very implicative to enhance the organizational effectiveness.

• Journal of agricultural medicine and community health
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• v.38 no.1
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• pp.39-48
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• 2013

Objectives: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in customized home health care nurses. Methods: Research participants were 130 nurses who worked in the customized home health care of 20 county in Gyeongnam province. Data collection for this descriptive correlational study was done at August 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, and we analyzed a four step approach in which several regression analyses were conducted and significance of the coefficients is examined at each step. Results: The results from step 1 showed that, the effect of each job stress was significantly related to job satisfaction. In step 2, the direct effect of commitment to organization on job satisfactions were all significant too. Step 3 analysis showed that the total effect of each job stress on commitment to organization symptoms was significant. Step 4 showed the results of controlling for mediating factor (job satisfaction): job demand and insecurity were significantly associated with commitment to organization(p<0.001), the finding supports that others were fully mediated by each job satisfaction, and, the job demand and insecurity were partially mediated by job satisfaction. Conclusion: Results of this research indicated that job stress in customized home health care nurses was the principal variable affecting job satisfaction and commitment to organization. Appropriate stress management strategies based on assessment of job demand and job security for these nurses lead to development of improved commitment to organization.

• Asia pacific journal of information systems
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• v.6 no.2
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• pp.149-169
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• 1996

The Objective of this study is empirically investigating organizational/managerial factors affecting BPR implementation. The contributions of this research project are two-fold. First, this research project provides empirically tested CSFs and CFF of BPR implementation. Especially, the influence of the organizational culture, structure, and managerial support on BPR implementation were thoroughly investigated. Second, this research found the combined effects of CSF and CFF. Top management commitment, leadership style, and collaborative work environment were found to negate employee resistance to a reengineered process and lead to a successful BPR implementation, especially when the level of employee resistance is high.