• Korea Journal of Hospital Management
• /
• v.14 no.4
• /
• pp.103-123
• /
• 2009

The purpose of this study is to investigate antecedents and consequences of perceived justice of performance appraisals, which is classified as distributive and procedural justice, in hospital organization. The results of this study are summarized as follows. First, for distributive justice of performance appraisals, the influential factors are the pertinence of performance appraisal method, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisal. For the procedural justice of performance appraisals, they are the leadership style of performance appraisers, the ratee-rater exchange relationship, the pertinence of performance appraisal method, the opportunity of self-reporting, and the feedback of performance appraisal. Second, the perceived justice weakly affects outcome variables, organizational commitment and job satisfaction. By these results, the performance appraisal system needs to be changed in order to enhance distributive justice through the improvement of suitable methods of the performance appraisal, the opportunity of self-reporting, the availability of performance appraisal, and the feedback of performance appraisals. If it is difficult to increase the level of distributive justice due to the environmental restrictions in hospitals, the way to enhance the procedural justice more than the distributive one should be considered.

• Proceedings of the Technology Innovation Conference
• /
• 1997.07a
• /
• pp.57-82
• /
• 1997

This paper empirically examines various personal characteristics and preferences of HRM (Human Resorce Mamagement) systems using data from 968 R&D professionals in 9 private R&D organizations. It identifies different patterns of reward and career development needs associated with 4 types of R&D professionals, who are categorized by personal characteristics: personality and attitude. A productive leader type shows active personal traits (which encompass high scores of need for achievement, risk-taking propensity, tolerance for ambiguity, and self-efficacy) and positive attitudes (which include high scores of job satisfaction, organizational commitment, and low scores of turnover intention), while a cynical bystander type exhibits passive personal traits and negative attitudes toward a job. A passive adapter, who has passive personal characteristics but positive attitudes, and a frustrated champion, who is active in personality but negative in current job attitude, lie in between them. The results reveal that: 1) These four different types of R&D professionals show differences in their education, age and tenure level, and technical performance. 2) They have different career orientations and problem solving styles. 3) They also exhibit different preferences in performance appraisal criteria and rater, and reward structures. Based on these findings, this study suggests a contingent type of human resource management in terms of selection and staffing of R&D professionals, performance appraisal, incentive systems, and career development plans.

• Journal of Korean Public Health Nursing
• /
• v.21 no.1
• /
• pp.102-109
• /
• 2007

This paper discusses the merits of the community capacity and capacity building concepts, the strategies used for building community capacity and their implications for community health nursing. Community capacity is defined as the interaction of the human capital, organizational resources, and social capital existing within a given community that can be used to improve or maintain the health of the community. Community capacity building is one approach to promoting community health. This approach takes a comprehensive, dynamic, and multidimensional view of community needs and circumstances and places an emphasis on asset development, collaboration among community organizations, and community participation. The major strategies for community capacity building involve activities such as facilitating the development of an asset-based approach to community, developing leadership, establishing partnership, organization development, utilizing community resources, and developing public relations. The implications of community capacity for community health nursing are addressed in terms of the need for community health education and practicum, long-term commitment, partnerships, and a paradigm shift. The author suggests that the concept of community capacity building may be useful for improving the health of both the entire community and its individual residents.

• Journal of Home Health Care Nursing
• /
• v.26 no.3
• /
• pp.265-277
• /
• 2019

Purpose: This study was performed to explore research trends in the intention to stay of hospital nurses and provide basic data to establish nursing management strategies to increase the intention to stay. Methods: Articles published between 2009 and 2018 were searched. The search terminologies were "intention to stay," "nurse", and "hospital". In the first search, 381 articles were extracted from academic databases. Thirty articles were used in the systematic review, and 29 articles were used in the correlation meta-analysis. Results: Thirty-two variables were explored in relation to the intention to stay. In the correlation analysis, job satisfaction and work environment showed statistically significant positive correlations in many studies. In the correlation meta-analysis, 7 variables including organizational commitment showed statistically significant effect sizes. Conclusion: We suggest that structural equation model analysis to identify causal relations among influencing variables of the intention to stay of hospital nurses may be conducted. This study can be used as a guideline to develop intention-to-stay enhancement programs for hospital nurses.

• Proceedings of the Korean Society of Medical Physics Conference
• /
• 2002.09a
• /
• pp.19-22
• /
• 2002

The importance of accurate dose delivery in radiotherapy is well documented. Studies have shown that a mere 5% deviation of the prescribed dose can produce an undesirable treatment outcome. Uncertainties in the dose delivery can arise at different stages of the radiotherapy process. Therefore, a good quality assurance programme will ensure the best possible results and consistency of the radiotherapeutic treatment. Quality assurance in any radiotherapy department involves the responsibility of a multi-disciplinary team of radiation oncologists, medical physicists and radiation technologists. This paper will focus on the physical and technical aspects of QA. The organizational structure and responsibility of the physics QA team is outlined and also included the types and frequencies of QA checks. For a QA program to be effective, action levels should be clearly defined and understood by all staff concerned. Data of the Singapore National Cancer Centre's participation over the last ten years with the IAEA / WHO Postal TLD Dose Inter-comparison programme is presented. The data obtained were within the international criteria. For a QA program to be successfully implemented, there must be a commitment by management to provide adequate staff, test equipment, machine time as well as continual training and education. This is in addition to the positive attitudes of all the staff. A quality audit is also necessary to serve as a check and balance to ensure that the QA is in order.

• Proceedings of the Technology Innovation Conference
• /
• 1999.06a
• /
• pp.140-174
• /
• 1999

This study proposed the model of research describing the positive impact of fitness between career orientations and reward systems on the performance of R&D professionals. To prove the propositions of the model, a questionnaire survey was conducted 204 professionals in 19 R&D research institutes related with electronics and communication industries provided answers for the questionnaire. The results of the survey were summarized in the following. 1) Career orientations of R&D professionals can be categorized into three dimensions : managerial, technical/professional, and project orientation. 2) The rewards consist of four dimensions : financial, social status, job content, and professional reward. 3) The age and tenure of R&D professionals has the negative impact on the project orientation. 4) The education level of R&D professionals has the positive impact on the professional orientation. 5) The sex was found as insignificant variable career orientation. 6) The person with strong prefers social status rewards to other rewards, the professional orientation is prefer to professional rewards, and the project orientation is prefer to job content rewards. 7) For the professionals with professional and project orientation, the congruence with each reward delivered positive impact on job satisfaction, job involvement, and organizational commitment. However it created negative impact on turnover intention and job stress.

• The Journal of the Korea Contents Association
• /
• v.18 no.6
• /
• pp.113-121
• /
• 2018

This study discusses the relationships among work-family conflict, workers' individual engagement and self-efficacy. The empirical analysis shows that work-life conflict has a great importance on workers' individual engagement. The results highlight the role of work-family conflict in helping to enhance the workers' individual engagement. This study contributes to the work-family conflict in literature by reporting the findings of empirical research, which examine the attitudes relating work-family conflict. It is identified in the study that the substantial impact of work-family conflict on workers' individual engagement is crucial, and the policy implications for employers suggested.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.2
• /
• pp.181-193
• /
• 2020

The midst competition makes a brand all together with its offering products and services is becoming a crucial element for company existence. This requires direct involvement from internal organizational to develop effective strategic branding. According to Asosiasi Penyelenggara Internet Indonesia (APJII), Indonesia's internet penetration is among the highest in Asia. The purpose of this research is to improve the strategic role of brand orientation within Internet Service Provider (ISP) for maximizing return on the company's financial and non-financial benefits by proposing organization change readiness variable. The data collection is taken using an online survey with a non-parametric sampling method and collected 68 qualified respondents for data analysis using SEM-PLS (Structural Equation Modeling with Partial Least Square). The result indicates partial hypotheses on the constructed model between variables brand orientation, brand commitment, and internal brand equity is acceptable. Another finding is stated hypotheses on organization change readiness as moderation is not accepted and means there is no significance to the constructed model. The main conclusion resumes associative human memory can shape up organization change readiness inside internal toward then brand. Relevant cues generate information received in the human brain then will create common associative and becoming social identity on internal brand equity.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.8
• /
• pp.599-611
• /
• 2020

The purpose of this study is to explore and empirically analyze the factors affecting the financial performance of Korean small- and medium-sized manufacturing companies, which are relatively insufficiently researched, in terms of human resource management (HRM). In particular, this study intends to examine the human resource management activities focusing on the individual influences of workers' attitudes on systems and policies as well as jobs and organizations. This study reviews previous research and discussions on the human resource management system, as well as the organization and job-related attitudes and financial performance of workers, for the formulation of two hypotheses. Among the HCCP data, the hypothesis was verified through reliability and correlation analysis and stepwise multiple regression analysis for small- and medium-sized manufacturing enterprises. The results show, firstly, that human resource systems and systems have the same effect, but there were differences in the degree of impact. Secondly, job satisfaction has a statistically significant influence on financial performance. Lastly, all worker/employee attitude determinants are statistically significant for both job satisfaction and organizational commitment. HRM, previously relatively overlooked, provided theoretical and practical implications by demonstrating the direct impact on financial performance and the impact of individual human resource management systems and policies.

• IE interfaces
• /
• v.16 no.spc
• /
• pp.116-122
• /
• 2003

We analyze how much employees' work abilities and overall satisfaction on the job or corporate influence on the productivity and customer satisfaction in the service industry, which is characterized by simultaneity, heterogeneity, intangibility and etc. Employees always encounter customers in process of the service. So, the employees' attitudes and behaviors have direct influences on the service quality or satisfaction which customers perceive. Also, employees' satisfaction or work abilities can lead to increase or decrease the productivity. To grasp and demonstrate the cause and effect relationship, we firstly measure the degrees of employee satisfaction organized by 11 factors through survey, and also measure employees' overall satisfaction, organizational commitment and productivity. Secondly, we define service value as the employee's objective measure index and collect it with the data related to customer satisfaction. Based on the collected data, thirdly we define how the relationship among the employee satisfaction, the productivity, the service value and the customer satisfaction are affected by the employees' work abilities and overall satisfaction with SEM(Structural Equation Model). And finally, we classify employees according to their abilities and the degrees of satisfaction respectively and suggest important strategies to manage them effectively.