• The Journal of the Korea Contents Association
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• v.7 no.3
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• pp.197-206
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• 2007

The high commitment of a revenue officer makes to raise efficiency, can be directly related to task result and validity. The fundamental process through trust in superior, consisting the core of tax execution, needs to be studied significantly. This study is proposed to verify the practical influence of trust in superior with respect to productivity, participation in decision-making, and concentration. These factors are important prerequisites with respect to task processing of a tax revenue officer. As the result of analysis, the more trust in superior effects on the statue of productivity, participation in decision-making and concentration. It is the proof that the trust in superior procedure contributes in the aspects of productivity, participation in decision-making and concentration through the process of encouraging organizational validity.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.2
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• pp.107-117
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• 2008

Purpose: The aim of this study was to testify effectiveness and adaptability of the job characteristics model in nursing organization. Methods: The subjects of this study were 250 nurses who were working in the 2 general hospitals located in Metropolitan city area. The data were collected by self-reporting questionnaires. The data were analyzed using descriptive statistics and path analysis. Results: The modified path model revealed a highly fitness of the data in the overall fitness indexes. The prediction power of modified model was from 44% to 58%, which was very high. The highest predict factors of organizational commitment were identified meaning of empowerment and feedback of job characteristics. The highest predict factors of job satisfaction were identified impact of empowerment and autonomy of job characteristics. Conclusion: With these findings, it was suggested that the nursing job-redesign plan focused on nursing feedback and autonomy among the job characteristics was needed to increase the nurse’ empowerment as well as nursing organizational effectiveness.

• Journal of Korean Academy of Nursing
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• v.43 no.1
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• pp.20-29
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• 2013

Purpose: The purpose of this study was to propose and test a predictive model that could explain and predict nursing productivity. Methods: A survey using a structured questionnaire was conducted with 360 nurses in Korea. The data were analyzed using SPSS Windows 18.0 and AMOS 19.0 program. Results: Based on the constructed model, burnout and organizational commitment were found to have direct effects on nurses' turnover intention and nursing productivity. While nursing work environment was found to have indirect effects on nurses' turnover intention and nursing productivity. Conclusion: This structural equational model is a comprehensive theoretical model that explains the related factors and their relationship with nursing productivity. Comprehensive organizational interventions to improve nursing productivity should focus on improving the nursing work environment. Findings from this study can be used to design appropriate strategies to decrease nurse turnover in Korea. Further studies are needed to prospectively verify these causal relationships with larger samples.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.1
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• pp.273-280
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• 2019

Many studies have shown that job performance and leadership are important in our society. In addition, to improve the quality of work or to improve the work efficiency is still a lot of challenges for each leader. In Vietnam, there are few specific studies on the impact of leadership styles on employee engagement such as: transformational leadership styles, business leadership styles and leadership styles. In the field of higher education, the fewer studies on these issues. A study is conducted to test the impact of leadership styles on the engagement of cadres, lecturers and staff at public universities in Vietnam. Using adjustment techniques, inspecting the scales and theoretical models representing the relationship among the influential factors. The research is based on a sample of 309 cadres, lecturers and staff currently working in universities in Vietnam and used Structural Equation Modeling (SEM) to test the relationships among the variables. The study results show that the scales of the variables: transformational leadership, transactional leadership, laissez faire leadership, job satisfaction and organizational engagement attain the validity and reliability in the research. The study results also show transformational leadership, transactional leadership and laissez faire leadership are directly and indirectly affected by job satisfaction and organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• v.10 no.2
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• pp.91-97
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• 2023

In the current era of globalization, financial and banking organizations have been facing ever-growing challenges in the global market regarding retention, customer satisfaction, commitment, engagement, proper services, and the belief of their employees. Employees are regarded as an enormous asset for every organization that plays an important role in achieving the vision of the company. The objective of this study is to explore the determinants of bank employee retention and its impact on an organization in the context of Bangladesh. In terms of research purpose, non-probability convenience sampling has been used in this study, and the targeted population was the commercial bank employees of Bangladesh. In terms of data collection, the researchers have used the adopted questionnaires from previous studies. In this study, the total sample size was 180, and a questionnaire was sent to the respondents through e-mails. For analyzing the collected data, SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study shows that there were four independent variables training and development, organizational culture, job satisfaction, and career development have a positive and significant impact on employee retention. So, the bank management should organize the retention program for the welfare of the employees.

• Journal of People, Plants, and Environment
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• v.22 no.2
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• pp.119-126
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• 2019

This study was conducted to examine effects of community gardening on job stress and job satisfaction experienced by public officials in general administration working in a 24-hour shift. The subjects were public officials at the Center for Missing Children in the Department of Women and Adolescents at the National Police Agency. The center receives initial reports of disappearance of missing children, the elderly with dementia, and people with intellectual disabilities, sends out the report to each police station, and clears the report after the missing individual is found. Twelve public officials working at the center in a double shift (full day off after a night shift, four-day interval) were grouped into four teams and total 11 of them participated in the experiment. They engaged in autonomous community gardening activities such as sowing seeds, cultivating plants, harvesting, or cooking in the workplace for five weeks from August 19 to September 22, 2018. The findings were as follows. After five weeks of autonomous gardening activities, job stress of the subjects decreased significantly. Their mean scores of job satisfaction and organizational commitment under organizational effectiveness showed a significant increase after the activities. Finally, there were significant differences in their self-esteem after participating in the gardening activities in the workplace. These results suggest that gardening activities in the workplace can help to manage job stress and quality of work life for shift workers.

• Journal of Digital Convergence
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• v.15 no.3
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• pp.9-16
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• 2017

Organizational culture provides organizational members with identity, homogeneity and behavioral guidance, and promotes organizational commitment and enhances the stability of social systems. What organizational culture positively influences organizational performance? In this study, we tried to categorize organizational culture as creativity, change, cooperation, trust and knowledge sharing for specific public institutions and to diagnose the organizational culture by examining the level of recognition of the organizational members. The purpose of this study is to investigate the effect of organizational culture on organizational culture. The result of this study shows that the degree of future - oriented and cooperative culture of the public institutions that are the subject of research is not so high. In order to improve the performance of the organization, it is necessary to create a futuristic and cooperative culture. In order to create such a culture, various efforts must be made to continuously communicate and build trust among the members of the organization. In particular, leadership efforts to distribute, transfer, and trust authority to subordinates are a priority. In other words, it is very difficult to build a future-oriented, collaborative culture successfully without the efforts of managers.

• The Journal of Society for e-Business Studies
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• v.20 no.1
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• pp.153-166
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• 2015

The main purpose of this study is to develop and empirically validate the research model that examines the relationship between technostress and employees' continuance commitment at their jobs. In addition, the moderating effects of involvement facilitation and technical support provision were examined as enhancing factors on the relationship among the proposed constructs. The data from 179 employees at various organizations were analyzed to test proposed hypotheses. Results show that all proposed hypotheses were supported. This study contributes to IS community in terms of theoretically research framework as well as understanding of technostress at a workplace.

• Journal of Korean Dental Hygiene Science
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• v.4 no.2
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• pp.9-18
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• 2021

Background: Based on the individualistic approach of experienced dental hygienists, this study attempted to provide basic data to find effective measures of human resource management by analyzing the correlation between organizational socialization and professional self-concept. Methods: Dental hygienists currently working in the Daegu area were evaluated. Nine questions related to duties, twenty-seven questions related to professional self-concept, and thirty-eight questions related to organizational socialization were included in the study. The reliability was professional self-concept (Cronbach's α = 0.859) and organizational socialization (Cronbach's α = 0.840). Results: Of the total 135 points for professional self-concept, the mean score of the participants was 62.67±8.45 points. In the sub-area, flexibility was the highest at 19.28±2.46 points, and communication was the lowest at 9.69±1.44 points. Of 190 points, organizational socialization averaged at 123.40±12.82 points. In the subarea, personal characteristics were the highest at 30.37±3.71 points, and occupational identity was the lowest at 10.34±1.94. Higher age (F=30.89, p<0.000), marital status (F=10.22, p<0.002), graduate or higher educational qualification (F=9.16, p<0.000), were associated with a higher position (F=20.62, p<0.000) and work experience (F=22.66, p<0.0000), when there was no intention to turnover (F=8.05, p<0.000). Organizational socialization was higher in participants with higher age (F=7.89, p<0.000), educational qualification (F=8.02, p<0.000), and position (F=5.12, p<0.007); higher work experience in general hospital (F=4.50, p<0.012); no intention to turnover (F=7.450, p<0.000); and no intention to turnover (F=24.46, p<0.000). Organizational socialization showed a significant positive correlation with professional self-concept (r=0.721, p<0.000); job performance and skills (r=0.615, p<0.000) and organizational commitment and satisfaction (r=0.610, p<0.000) showed a high positive correlation. Turnover intention (β=0.213, p<0.000) was found to have a significant effect on organizational socialization. Leadership (β=0.168, p<0.05) and satisfaction (β=0.483, p<0.000) were found to have a significant effect. The total explanatory power of this variable was 62.7%. Conclusion: To ensure successful organizational socialization, human resource management should be performed through regular verification, which can result in improved quality of dental care services.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.235-242
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• 2018

The purpose of this study is to provide basic data for human resource management and efficient hospital management of organization by checking the effect of psychological contract of nurses on voice behavior. It is a descriptive research study that survey nurses who consented responded to the research questions. As a result, nurse practitioners showed a low level of perceptions of organizational commitment, psychological contracts, transactional contract and relational contract. There was a positive correlation between transactional contract and constructive voice(p<.05), and there was a negative correlation between relational contract and destructive voice(p<.05). Therefore, it is necessary to establish a system in which internal and external compensation can be made according to changes in roles of nurses in order to carry out new polices and organizational changes. It is also necessary to improve the organizational culture so that nurses can actively participate in policy and organizational change.