• 한국IT서비스학회지
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• 제17권2호
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• pp.1-16
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• 2018

Large corporations have the work and roles of employees clearly defined in accordance with their established internal structure whereas small and mid-sized firms may lack an official job specification or a written job description, causing ambiguity in the role of employees. In IT service companies, especially, there is a relatively large number of tasks requiring one person to play multiple roles and they are often highly dependent on few key players. In this reality where about 80% of the job seekers end up in SMEs, it is therefore necessary to look into how the turnover factors such as job strain and occupational burnout caused by the role ambiguity from extra work affect the turnover intentions of small and medium sized IT service firm employees. The outcome of this study is as follows. First, the relationship between job strain and turnover intention has been examined to find that a weak inverted U shaped relationship exists between role overload, which is a subset of job strain, and turnover intention. Second, the hypothesis based on the competing values framework has been tested that the fitness with organizational leadership and culture would moderate the relationship between job strain and turnover intention and it has been confirmed that the degree of relationship between role conflict and role ambiguity, the subsets of job strain, and turnover intention has changed. In conclusion, in order to discourage turnover intention, it is necessary to increase the fitness with the organization and leadership or generate a sufficient level of strain in case of an organization with low fitness.

• 한국안전학회지
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• 제32권4호
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• pp.73-78
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• 2017

In this study, the risk level of architectural works was calculated by applying work period and number of input workers based on accidents records from 2012 to 2014 and the architectural works were divided into four groups(High-High, High-Low, Low-High, Low-Low) according to risk levels of fatal accidents and loss time accidents. And then questionnaire on the job stress level of workers was performed for 670 workers working in the architectural work using Korean Occupational Stress Questionnaire Form developed by KOSHA. And then the relationship between the risk level and job stress level of four groups was analyzed. Results showed that 1) risk levels of fatal and loss time accidents applied by work period and input workers were analyzed to be different with those of previous research based on the number of fatal and loss time accidents; 2) job stress level of workers has been analyzed to have a significant relationship with the risk level of fatal and loss time accident; 3) specially, the average of job stress level of 'HH(High-High)' group was higher than those of other groups; 4) among the subfactors of job stress, interpersonal conflict, job insecurity, organizational system and lack of reward were analyzed to be key factors to affect the risk level.

• Journal of Preventive Medicine and Public Health
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• 제28권3호
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• pp.588-608
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• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

• 한국병원경영학회지
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• 제12권1호
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• pp.75-99
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• 2007

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subjects of this study were 428 employees in 8 Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from November 10 to November 30, 2006 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the Job and role related variables were higher those who had higher satisfaction level to their job, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was statistically significant positive correlation. 4. The results of multiple regression analysis shows that formal and informal socialization, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. The results of AMOS shows that structure characteristics of hospital, Job and manager satisfaction, socialization were statistically significant labor union satisfaction. The satisfaction level of labor union was statistically significant labor union commitment To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, union satisfaction factors, their colleagues attitudes toward union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• Asia pacific journal of information systems
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• 제17권3호
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• pp.55-78
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• 2007

Increasingly the information technology (IT) outsourcing phenomenon has been a subject of much academic research. Scholars have argued that knowledge complementarities playa crucial role in forming successful IT outsourcing relationships. However, notwithstanding the fast growth of IT outsourcing, prior studies on IT outsourcing have not included knowledge complementarities in their research design as a determining factor for IT outsourcing effectiveness. Further, the understanding of knowledge complementarities itself remains ambiguous. In this study, the concept of knowledge complementarities is explored in the IT outsourcing context at the firm level. Specifically, it addresses the following questions: what is knowledge complementarities? How does it affect IT outsourcing effectiveness? Is the relationship between knowledge complementarities and IT outsourcing effectiveness influenced by organizational trust between the client and the vendor? Grounded in the relevant theories to knowledge management and IT outsourcing, we develop a research model in which both the main effects of knowledge complementarities and organizational trust and the moderating effect of organizational trust on the relationships between knowledge complementarities and IT outsourcing effectiveness are tested. Within this research model, we develop a second order construct of knowledge complementarities, consisting of complementary business knowledge and complementary IT knowledge as the first order constructs. We have used data from a field study of 103 firms in Korea to test the proposed model. Controlling the effects of conflict resolution efforts, our empirical analysis found significant main effects of knowledge complementarities and organizational trust on IT outsourcing effectiveness. The results suggest that knowledge complementarities between the client and vendor positively contribute to IT outsourcing effectiveness. Specifically, the client needs to have enough IT knowledge to assess the quality of IT outsourcing services provided by the vendor. Meanwhile, the vendor should understand the client's business well enough to provide IT services, Contrary to our expectations, the moderating effect of trust on the relationship between knowledge complementarities and IT outsourcing effectiveness was not supported in this study. The results also show that organizational trust between client and vendor significantly influences IT outsourcing effectiveness. As for contributions of this study, we have not only clarified the concept of knowledge complementarities, but also developed an instrument to measure the concept and empirically validated it. Further, we have tested the idea that knowledge complementarities and trust directly influence IT outsourcing effectiveness and trust moderates the relationship between knowledge complementarities and IT outsourcing effectiveness. Out results prescribe the knowledge complementarities of client and vendor as a useful path to IT outsourcing effectiveness. These findings have important theoretical and practical implications, which are discussed in the paper.

• Asia pacific journal of information systems
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• 제20권1호
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• pp.33-56
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• 2010

The current business environment has been characterized as less munificent, highly uncertain and constantly evolving. In this environment, the company with dynamic capability is reported to be more successful than others in building competitive advantage. Dynamic capability focuses on the link between a dynamically changing environment, strategic agility, architectural reconfiguration, and value creation. Being characterized to be flexible and adaptive to market circumstance changes, an organization with dynamic capability is described to have high resource fluidity, which represents business process, resource allocation, human resource management and incentives that make business transformation faster and easier. Successful redeployment of the resources for dynamic adaptation requires organizational forms and reward systems to be well aligned with firm's technological infrastructures and business process. The alignment is considered to be an executive level commitment. Building dynamic capability is knowledge driven; relying on new knowledge to reconfigure firm's resources. Past studies established the link between the effective execution of a knowledge-focused strategy and relevant setting of architectural elements such as human resources, structure, process and information systems. They do not, however, describe in detail the underlying processes by which architectural elements are adjusted in coordinated manners to build knowledge-driven dynamic capability. In fact, understandings of these processes are one of the top issues in IT management. This study analyzed how a Korean corporation with a knowledge-focused strategy aligned its architectural elements to develop the dynamic capability and thus create value in the dynamically changing markets. When the Korean economy was in crisis, the company implemented a knowledge-focused strategy, restructured the organization's architecture by which human and knowledge resources are identified, structured, integrated and coordinated to identify and seize market opportunity. Specifically, the following architectural elements were reconfigured: human resource, decision rights, reward and evaluation systems, process, and IT infrastructure. As indicated by sales growth, the reconfiguration helped the company create value under an extremely turbulent environment. According to Ancona et al. (2001), depending on the types of lenses the organization uses, different types of architecture will emerge. For example, if an organization uses political lenses focusing on power, influence, and conflict. the architecture that leverage power and negotiate across multiple interest groups would emerge. Similarly, if an organization uses economic lenses focusing on the rational behavior of organizational actors making choices based on the costs and benefits of action, organizational architecture should be designed to motivate and provide incentives for the actors (Smith, 2001). Compared to this view, information processing perspectives consider architecture to be designed to maximize the capacity of information processing by the actors. Using knowledge lenses, the company studied in this research established architectural elements in a manner that allows the firm to effectively structure knowledge resources to form dynamic capability. This study is revelatory single case with a historic perspective. As a result of this study, a set of propositions and a framework are derived, which can be used for architectural alignment.

• 한국산학기술학회논문지
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• 제14권11호
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• pp.5423-5433
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• 2013

본 연구는 교육행정직 공무원이 단위학교의 행정을 수행하면서 겪고 있는 일상적 스트레스, 직무스트레스, 직무만족도에 관한 요인을 분석함을 목적으로 한다. 이를 위해 2013년 3월 10일부터 3월 30일까지 충북 청주시 청원군 소재 교육행정직 공무원 122명을 대상으로 설문조사를 실시하였다. 자료 분석은 SPSS Win 18.0 프로그램을 사용하여 t-test, 빈도분석과 신뢰도분석 방법으로 실시하였고, 실증분석은 유의수준 5%에서 검증하였다. 분석 결과, 인구통계학적 특성에 따른 직무만족도에 있어서 직급에 따른 직무만족도 차이는 유의미하나 성별, 연령, 종교, 교육 정도, 결혼 상태, 학교 급, 학교 규모, 경력, 음주, 흡연, 종교에 따른 차이는 유의수준 5%에서 유의미하지 않은 것으로 분석되었다. 인구통계학적 특성에 따른 직무만족도 하위요인에 있어서는 인사관리, 인간관계, 업무능력 부문에서는 요인별 내용과 유의미하나 조직 분위기는 유의수준 5%에서 유의미하지 않은 것으로 분석되었다. 또한 인구통계학적 특성에 따른 직무 스트레스 하위요인에서 양적 역할고에 대한 스트레스는 연령과 학교 급, 직급, 경력, 흡연에 따른 차이가 유의미하였으며, 경력발달에서는 흡연에 따른 차이가 유의미하였고, 역할갈등 및 모호성에 대한 스트레스에서는 인구통계학적 특성에 따른 차이가 유의수준 5%에서 유의미하지 않은 것으로 분석되었다. 본 연구의 시사점으로는 교육행정공무원에 대한 사회 환경적 배려가 요구되며, 아울러 인사관리보다는 업무능력 개발과 인간관계, 조직의 분위기 순의 배려가 요구됨을 들 수 있다.

• 한국노년학
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• 제39권4호
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• pp.663-677
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• 2019

본 연구는 요양병원 근무 간호사의 근무환경, 역할갈등 및 직무배태성을 확인하고 직무배태성에 미치는 영향요인을 파악하기 위하여 수행되었다. 본 연구를 위하여 일개 도에서 자료 수집을 허락한 10개 기관에서 총 200명의 간호사를 대상으로 2018년 7월과 8월에 걸쳐 자료를 수집하였다. 본 연구에서는 구조화된 설문지를 통해 일반적 특성과 간호사의 근무환경, 역할갈등 및 직무배태성을 평가하였으며 배포한 200부 중 분석에 적합한 190부를 최종 분석하였다. 수집된 자료는 SPSS 버전 25.0를 이용하여 서술적 통계, t-test, ANOVA, Pearson's correlation coefficients, 다중회귀분석을 실시하였다. 분석 결과 직무배태성은 5점 만점에 2.98±0.46점이었고, 하위영역별로는 적합성, 연계, 희생 순으로 나타났다. 간호사의 근무환경은 평균 3.14±0.42점이었고 하위영역별로는 수간호사의 리더십, 실무체계, 동료와의 관계, 기관의 지원 순이었다. 역할갈등은 평균 3.43±0.51점이었고 하위영역 중 환경장애가 가장 높았다. 직무배태성은 간호사들이 인식하는 근무환경과 통계적으로 유의한 정적 상관관계를 보였고, 역할갈등과는 통계적으로 유의한 부적 상관관계를 보였다. 최종적으로 본 연구의 종속변수인 요양병원 근무 간호사들의 직무배태성에 영향을 미치는 요인은 근무환경, 연령, 역할갈등이었으며 설명력은 50.4% 이었다. 본 연구결과를 통해 요양병원에 근무하는 간호사들의 근무환경, 역할갈등과 직무배태성을 확인하였으며 현재 문제가 되고 있는 간호사들의 높은 이직률과 관련하여 직무배태성 제고를 위한 방향성을 점검하였다. 즉 요양병원 조직의 차원에서 간호근무환경 개선과 역할갈등 완화 노력이 요구되는데 이를 위한 조직과 정책적 뒷받침이 필요해 보인다. 또한 근무 중인 간호사 연령층의 특성을 고려할 필요성을 확인한 것 역시 의미있는 발견이라 하겠으며 앞으로 더욱 가속화될 고령인구 증가와 더불어 요양병원 근무 간호사들의 직무배태성 제고에 더욱 관심을 가질 필요성이 제기된다.

• 한국의료질향상학회지
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• 제9권2호
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• pp.148-163
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• 2002

Background : The personnel of emergency department have been under tremendous pressure to manage unexpected emergency situations and excited patients. And interpersonal conflict has existed always, because emergency department was consisted of various personnel of their own specialty. The patient's satisfaction has to come from the personnel's satisfaction. The purpose of this study was to evaluate emergency department personnel's job satisfaction and its related factors and to improve quality of emergency medical service Methods : A self-administered questionnaire survey to the emergency department personnel was conducted between September 1 and October 31, 2001. The response rate was 90.2%. Using SAS program (Version 6.12), the collected data was analyzed by frequency, ANOVA, multiple comparison, Pearson correlation procedure, and stepwise multiple regression analysis. Result : The analysis of related factors of job satisfaction showed high score of interpersonal interaction (3.246), professional prestige (3.095), autonomy (2.916), task requirements (2.701), organizational requirements (2.444), and pay (1.953) in order of item mean. Professional prestige (0.498), task requirements (0.464), and organizational requirements (0.408) were highly positive correlated with overall level of job satisfaction. The factors influencing the job satisfaction were professional prestige and task requirements which explaining efficacy were 37.6% and 32.2% respectively. The total explaining efficacy was 33.6%. Conclusion : It was found out that emergency department personnel's job satisfaction can be raised by promoting professional prestige and task requirements. The personnel of emergency department have to be satisfied through their job, and the administration of the hospital has to pay more attention to their employees' job satisfaction and it related factors.

• 한국치위생학회지
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• 제16권3호
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• pp.479-489
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• 2016

Objectives: The purpose of the study is to investigate the relationship between job stress and oral health-related quality of life in the blue collar workers. Methods: This study has been conducted with subjects of blue-collar workers who work in the industrial section located in Gyeongnam area from August 2013 to September 2013. Korean Occupational Stress Scale(KOSS-SF) and oral health impact profile(OHIP-14) were used as research tools. Data were analyzed by descriptive analysis, t-test, ANOVA, and multiple regression analysis. Results: Overall job stress and oral heal-related quality of life level of subjects were $57.32{\pm}8.03$ and $14.17{\pm}9.27$. The influential factors of oral heal-related quality of life of blue-collar workers were job demand, interpersonal conflict and organizational climate (subcategory of job stress), respectively. Conclusions: It is necessary to improve the better working condition for the oral health-related quality of life due to job stress in the blue collar workers.