• Journal of Korean Port Research
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• v.13 no.2
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• pp.233-244
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• 1999

The world views the sea newly for the supplementation of the limited land resources and extension of the national territory especially the sea is changing from the period of the free availability to that of the sea control y the coastal nations in step with the announcement of the marine laws in November 16.1994. Therefore Korea is changing strang fisheries nation the fact is that korea cannot effectively cope with changing fisheries situation and various fisheries difficulties because the fisheries policy system is dispersed to each parts of the government. Therefore I tried to present a theoretical basis by studying in the fisheries administration organization. The vision of Ministry of Maritime Affairs and Fisheries is as follow: a coastal fishery must be able to reproduction change of fishery structure must be able to raising fishery consumption of fishery must be able to improvement live of fishing village must be able to betterment overseas fishing grounds must have to security. The results of this study is as follow: fisheries administration organization must be reform of organization for changing under the all situation fisheries administration organization must be reform of entrepreneurial organization fisheries administration organization must be reform of customer driven organization fisheries administration organization must be reform of competitive organization.

• Proceedings of the Korean Nuclear Society Conference
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• 2005.10a
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• pp.546-547
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• 2005

• Proceedings of the Korean Nuclear Society Conference
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• 2005.10a
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• pp.540-541
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• 2005

• The Journal of Fisheries Business Administration
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• v.9 no.1
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• pp.29-46
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• 1978

The Equilibrium Theory is one of the key theories on the study of maintenance and continuance of organization. A contributor or participant of the business organization has been given the needed incucements and motivated to join in business. To keep this situation balanced is, so-called, the organization equilibrium. C. I. Barnard was the first to research this, and that J. G. March and H. A. Simon advanced it. Modern organization theory is not only the equilibrium theory but continuance theory of organization. That is, the continuance of business administration organization relies on the willingness to cooperate with which the participants in business try to devote themselves to business. The organization itself is not only combined with its members and assets but a kind of behaviour system which every member makes an effort to contribute. On a view of dynamics, organization remains, prospers and deceases in process of its formation, disorganization and reformation. But taking consideration into going concern, it is necessary that we should plan to strike a balance of business administration organization. We can write down the proposition of this theory as follows: The continuance and growth of organization=inducements contribution The basic idea of this theory was established by C. I. Barnard. But it implied many problems such as incorrect statistical measures and the defects of objectivity. These problems were more or less rearranged and improved by so-called March-Simon's equilibrium theory. Especially March-Simon's general models of organization equilibrium are a great success in this field. In the future, these problems mentioned above will be a challenge to workers in this field how we shall diminish the defects to the minimum and how perfectly we can progress it.

• The Journal of the Korea Contents Association
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• v.9 no.2
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• pp.318-325
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• 2009

This study empirically analyzed that the higher the organization culture and organization effectiveness of a tax administration organization, the higher the organization commitment and organization identification. It is significant in that there hasn't been a study that analyzed empirically using tax officials as the study subjects up until now. The results from the analysis showed that organization culture and organization effectiveness affect organization commitment and organization identification significantly. Specifically, the results showed that the higher the organization culture of the tax administration organization, the higher the emotional attachment to the organization by the tax officials; and the higher the organization effectiveness, the higher the organization commitment and organization identification. From the results, it could be confirmed that the organization culture and organization effectiveness have positive effects on increasing taxpayers' satisfaction levels with the service. Therefore, it could be known that the organization culture of the tax administration organization affects directly the organization effectiveness, and that it is an important factor that improves the organization commitment and organization identification of the employees.

• Journal of the Korea Society of Computer and Information
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• v.22 no.12
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• pp.171-178
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• 2017

Investigations into family-friendly company culture have been carried out for various companies and conglomerates. But there has never been such investigation for police organization, so this investigation is intended to see the effect on organizational commitment and job performance of the organization culture that makes use of family-friendly program for the police organization. To this end, how the internal factors of family-friendly organization culture affects organization commitment and job performance is empirically analyzed with structural equation modeling. And it is found that family-friendly program has significant effect on organizational life and welfare, and the welfare, in return, is found to have significant effect on job performance.

• Journal of Family Resource Management and Policy Review
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• v.21 no.3
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• pp.1-21
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• 2017

The purpose of this study was to investigate the effect of organizational culture on professionalism. A survey was conducted with 254 family health specialists from July 30th to September 30th in 2013. The results of this study can be summarized as follows; First, three professionalism factors of healthy family specialists were verified -business administration ability, and general administration ability- and five organizational culture factors of the Family Welfare Organization were verified-group culture, development culture, rational culture, sequence culture, and regulation culture. Second, the professionalism scores for healthy family specialists were 3.41 for business practice ability, 3.43 for business administration ability, and 3.18 for general administration. The organizational culture scores for the family welfare organization were 4.08 for group culture, 3.80 for development culture, 3.67 for rational culture, 3.50 for regulation culture,and 3.06 for sequence culture. Third, Rational culture, age, gender, and education level all affected to business practice ability. Position and education level both affected to business administration ability. Monthly income, gender, and education level all affected to general administration ability. This study showed the need for increased management of organizational culture to improve the professionalism of healthy family specialists.

• Korea Journal of Hospital Management
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• v.26 no.2
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• pp.43-55
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• 2021

Purposes: In this study, we examined the factors which silenced the organizing members and how the factors affects deprivation of employment about the organization culture, the organizational silence, and the turnover intention. Methodology: In order to research, we carry out a survey on 400 employees of small and medium hospitals. Among them, 321 questionnaires were used for actual analysis, excluding insincere respondents, non-responders or duplicate respondents. In order to verify the hypotheses in this study, we conduct the covariance Structural Equation Model(SEM). Finding: We obtained results using following hypotheses. First, ''The organization culture has an effect on the turnover intention.'' Second, ''The organization culture has an effect on the organizational silence'' Third, ''The organizational silence has a influence on the turnover intention.'' Finally, ''When the organization culture mediates the organizational silence, the adaptation relationship of the ornization effectiveness is different.'', as the key hypothesis, showed that the agreement culture, rational culture, and hierarchical culture of the organization culture type were statistically significant. The organizational silence as a parameter has the partial mediating effects(-) because it has direct and indirect effects. Practical Implications: The results of this study showed that the reason for the organizational silence of the organizing members is that the organization culture by a grade of rank is the largest and these the organizational silence affects the turnover intention.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.267-275
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• 2010

Purpose: This study conducted to identify the effect of learning organization construction and learning orientation on organizational effectiveness among hospital nurses. Method: Data was collected from convenient sample of 296 nurses who worked for the major hospitals in Seoul, Gyeonggi-do and Gangwoen-do. The self-reported questionnaire was used to assess the general characteristics, the level of the learning organization construction, learning orientation and organizational effectiveness. The data were analyzed using descriptive statistics, pearson's correlation coefficient and multiple regression. Result: The mean score of learning organization construction was 3.61(${\pm}.32$), learning orientation got 3.26(${\pm}.39$), and organizational effectiveness obtained 3.38(${\pm}.42$). The learning organization construction affects of organizational effectiveness by 44.18% and learning orientation by 37.43%. Conclusion: This finding indicates that learning organization construction and learning orientation affects the nurses' organizational effectiveness in hospital.

• The Korean Journal of Health Service Management
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• v.7 no.2
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• pp.113-124
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• 2013

The purpose of this study is to investigate of determinants of hospital organization trust affecting to hospital worker's trust in organization. This study was measured levels of trust in organization of hospital workers and 5 determinants of organization trust, organizational fairness, consideration, morality, competence and responsibility toward a society. Levels of trust in organization of hospital workers and determinants of organization trust were assessed using a sample of 190 employees who work at 2 hospitals in Seoul, Kyunggi. Data were collected by self-administered questionnaires from november 22 to 29 in 2012 and analyzed SPSS 18 by using t-test, ANOVA and regression analysis. The results of this study indicate that organizational fairness, consideration and responsibility toward a society among 5 determinants were positively related to levels of trust in organization of hospital workers. Based on these findings, it can be defined that 5 determinants of hospital organization trust influences levels of trust in organization of hospital workers. The implications of this study are discussed and areas for future research are presented.