• The Journal of Asian Finance, Economics and Business
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• 제7권7호
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• pp.105-112
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• 2020

The study investigates and measures the impact of capital structure, profitability and financial performance on the success of the business organization. Capital structure of the business organization refers to the proportion of external funds and internal funds, i.e., debt and equity. In Saudi Arabia, petrochemicals companies are working on equity, but financial performance reflects negative trend for the period 2004 to 2016. The research is based upon secondary data available on the websites of petrochemicals companies of Saudi Arabia. Financial Ratio variability analysis and Trend Indices of financial ratios (TI_CBI) measure and compare the financial variability and sensitivity of financial ratios of the business organization. Correlation between Trend Indices (TI_CBI) of independent variable and dependent variables are to be calculated to know the impact of changes in debt equity on other dependent variables. The results reveal the unexpected performance of petrochemicals companies due to under-utilization of the resources caused by low demand and lower prices of the products governed by some internal and external factors. The study finds that size, demand, cost of production, profitable streams of products, and low cost capital in external funds are the factors responsible for overall growth development of the petrochemicals industry of Saudi Arabia.

• 간호행정학회지
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• 제14권1호
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• pp.5-12
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• 2008

Purpose: This study aimed to examine the impact of Organizational Culture on job satisfaction and organizational commitment in nursing organization. Methods: The sample consisted of 264 nurses of 2 tertiary medical institutions. The instruments used in this study were the nursing organizational culture questionnaire (Han, 2001), job satisfaction scale (Paula, 1978), and Organizational Commitment scale (Mowday et al., 1979). The data were analyzed by descriptive statistics, one-way ANOVA, t-test, Pearson Correlation. Coefficient, and multiple regression using the SPSS Win 14.0 program. Results: The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of job satisfaction and organizational commitment was 3.28 and 3.40 respectively. Organizational commitment and Job satisfaction were positively correlated with affiliative-oriented culture, innovative-oriented culture, and task-oriented culture. Affiliative-oriented and task-oriented culture were major variables influencing on job satisfaction and affiliative-oriented culture was a major variable influencing organizational commitment. Conclusion: Organizational culture, especially affiliative-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the affiliative-oriented culture to improve the job satisfaction and organizational commitment of nurses.

• 간호행정학회지
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• 제19권3호
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• pp.361-371
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• 2013

Purpose: This study was done to investigate the factors affecting organizational commitment and turnover intention of hospital nurses. Empirical analysis on the mediating effect of the person-environment fit of organizational commitment and turnover intention and factors affecting this relationship were also examined. Methods: Participants were nurses working in 4 university hospitals in Seoul or Busan. Data were collected between July 27 and Aug. 10, 2012 and for the final analysis, 393 data sets were used. The fitness of models were tested using AMOS 19.0. Results: The fitness of the modified model showed high compatibility with the empirical data. In the modified model, organizational climate, professional self-concepts and person-organization fit were found to have significant effects on hospital nurses' organizational commitment. Professional self-concepts, personality, person-organization fit and person-job fit significantly affected hospital nurses' turnover intention. There was the mediating effect of person-organization fit between organizational commitment and turnover intention and factors affecting the relationship. But person-job fit was not found to have a mediating effect. Organizational commitment accounted for 49.8% and turnover intention for 39.9% of covariance in these factors. Conclusion: Nursing strategy for enhancing professional self-concepts and person-organizational fit should be planned by nursing managers.

• 간호행정학회지
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• 제21권4호
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• pp.366-374
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• 2015

Purpose: This study was designed to identify a path model that anticipates the interpersonal competence of nurses by anticipating factors that explain interpersonal competence within an organization, and analyzing the effects of these factors. A hypothetical model was formulated based on a literature review of interpersonal competence. For the study, influential factors were divided into two variables: exogenous variables including communication style, coaching leadership, and social support, and endogenous variables of self-efficacy, job satisfaction, and organizational commitment. Methods: The sample included 202 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS. Results: The overall fitness was good ($x^2=74.707$, p<.001), d.f=19, $x^2/df=3.932$, GFI=.940, AGFI=.826, RMR=.009). Social support, self-efficacy, horizontal communication and organizational commitment directly affected the interpersonal competence of the nurses, and informal type of communication, horizontal, upward communication and coaching leadership indirectly effected the interpersonal competence of the nurses. Horizontal communication, social support, self-efficacy, and organizational commitment explained 46.5% of the variance in interpersonal competence of nurses. Conclusion: Based on the study results, nurses in hospitals need informal types of communication, horizontal, upward communication and coaching leadership to increase their interpersonal competence.

• 한국컴퓨터정보학회논문지
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• 제21권6호
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• pp.83-88
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• 2016

In this research aimed to deduce internal marketing factors, purpose, and their practical application by analyzing preceding researches on internal marketing of Korean medical service organization and investigating the recent trend of its research. Subjects of research are ten preceding researches that have been published in KCI records for the last five years from 2011 to 2016. Summarize result of researches, first, internal factors that were most frequently used were internal communication, compensation system, and education and training, which were used by 8(.8). Second, occupations that had most interest in the internal marketing research appeared to be nursing(.9) and administration(.3). Third, the practical application of the internal marketing appeared to be job satisfaction(.8), followed by customer orientation(.6), and organizational commitment(.4). Suggestion do, necessary to develop subordinate factors regarding the realistic internal marketing, such as both-sided internal communication enhancement, education and training, compensation system differentiated by individuals and teams, fairness in performance rating, work environment improvement, delegation of authority, career development, shared organizational vision in order to maximize job satisfaction, job commitment, and organizational commitment of employees as internal customers, before establishing strategies to satisfy patients and guardians who are external customers.

• 수산경영론집
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• 제44권3호
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• pp.1-14
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• 2013

This study considers an approach for subregional fisheries organization in Northeast Asia. The fishery resources in the Northeast Asian waters surrounding Korea are among the most productive in the world because of their extremely high biological productivity and the natural features of the sea. However, the fishery resources of the region have long been subject to heavy fishing pressures, and many stocks are now believed to be seriously depleted or even in danger of extinction because of overfishing. To move to a run sustainable fishery in Northeast Asia waters area, cooperative fisheries management between Korea, China and Japan for common resource is probably necessary. Cooperative fisheries management is likely to be more effective in fishery resources management than individual fisheries management by countries. The effects of fisheries management by regional cooperation can be divided into resource management and economical performance. Cooperative fisheries management as RFO will bring satisfactory results. Currently these jurisdictional extensions and resulting disputes over maritime space and resources were thrust upon an already transitional and unstable political environment. However, They have to have a strategic approach for RFO establishment step by step. Cooperative fisheries management using the RFO can mitigate these disputes, and cooperative bilateral fisheries arrangements have been proliferating over the past 10 years and may provide the basis for possible trust-building multilateral agreements.

• 간호행정학회지
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• 제22권3호
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• pp.279-291
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• 2016

Purpose: The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. Methods: A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. Results: About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. Conclusion: The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.

• International Journal of Advanced Culture Technology
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• 제8권2호
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• pp.76-84
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• 2020

In general, members of an organization want their own growth and development. As these members grow or develop, they feel satisfied and fulfilled in the process. Growth or development can motivate members to become more involved in their jobs. Therefore, these concepts are very important for organizations as well as individual members. Various elements of the organization affect the growth of its members. Leaders influence members to achieve organizational goals. Leaders can therefore be an important variable influencing the growth of members. Specific leadership informally develops the potential to identify and satisfy members' personal needs and to achieve higher performance. These leader behaviors motivate members and drive their growth. Thus, this leadership will have a significant impact on the growth of members. In addition, in this relationship, if members have perceived organizational support, they can further improve their expectations for growth. Therefore, support from leaders and organizations will have a positive impact on employee growth. This study highlights the importance of the growth of members of the organization. It demonstrates the moderating effects of leader's individualized consideration and perceived organizational support necessary elements for member growth. Through this process, the purpose and significance of the study are to identify the variables that affect the personal growth of members and explain how they can grow.

• 간호행정학회지
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• 제10권1호
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• pp.97-107
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• 2004

Purpose: This study aims to secure basic data required to enhance the organizational efficiency as increasing the organizational citizenship behavior of nurses through identifying the influence of leader-member exchange and organizational commitment en organizational citizenship behaviors in nursing organization. Method: The subjects of this study were 352 nurses. Data was collected using structured questionnaires for 15 days from 10 to 24 April 2003. Result: According to the analysis on the influence of leader-member exchange, organizational commitment and general characteristics on organizational citizenship behaviors, the organizational commitment, leader-member exchange and tenure of office had significant influences, as 23.0%, 30.2% and 31.3%, respectively. Conclusion: It is required to increase the organizational commitment and to enhance leader-member exchanges for the purpose of inducing the organizational citizenship behaviors. Furthermore, it is also necessary to develop the strategies through development of medical environment and clinical carrier experiences for self-development of member based en long-term tenure of nursing organization

• 농촌계획
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• 제23권1호
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• pp.165-174
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• 2017

Four requirements for the operating and supporting system for sustainable landscape management will be discussed through this paper. The requirements are based on multiple case studies on the structure and the process of development of three organizations that have been contributing to the sustainable rural landscape management in Japan since 1989. The first requirement is that the residents should recognize regional problems and voluntarily organize a group which can properly deal with the problems. Secondly, members of the organization should have a solid grasp of the goal of their activities (or founding principal of the organization) and share it among themselves. Founding principal should include the history of natural circulation system in the area, cultural features and a future plan in association with human resources. Thirdly, the administration of the organization should be separated from the founder, the residents. The administration, such as business promotion, becomes more effective when consigned to a separate entity, not to the residents. Lastly, the interaction among separate entities is crucial to promote diverse activities for the local landscape management. The administrators and experts need to cooperate to draw a precise conclusion regarding the way of interaction. These requirements drawn from the Japanese case studies should be localized to the Korean circumstances for further adoption.