• Asia pacific journal of information systems
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• v.10 no.2
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• pp.177-196
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• 2000

Information Systems Planning(ISP) has gained considerable interest among researchers and practioners in recent years because of the impact of information systems on organization performance. This study aims at analyzing organizational characteristic factors, information system characteristic factors influencing ISP's performance. The organizational characteristic variables are considered organizational strategy, organizational culture, and managerial leadership. And the IS characteristic variables are considered IS resource and IS strategic role. The ISP's performance variables are measured BP-ISP integration effectiveness and ISP efficiency. For data on the 493 sampled company, a mail survey using a questionnaire was conducted in this study. The following results were obtained. First, there was significant relationship between organizational characteristics and ISP's performance. Specially, organizational strategy and organizational culture affect the both of BP-ISP integration effectiveness and ISP efficiency. Second, there was significant relationship between Information Systems characteristics and ISP's performance. Specially, IS resource and IS strategic role affect ISP efficiency.

• Journal of Korean Academy of Nursing Administration
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• v.2 no.1
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• pp.125-139
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• 1996

Organizational commitment is characterized by a strong belief in and acceptance of the organization's goal and values ; a willingness to exert considerable effort on behalf of the organization ; a strong desire to maintain membership in the organization. The purpose of this study was to identify the variables which influence the organizational commitment and to test the relationship between the clinical nurses' organizational commitment and turnover intention. The subjects were 412 nurses who were working on general wards at three General Hospitals in Chounbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Likert-type scale which were Organizational Commitment Scale by Mowday et al, and Turnover Intention Scale by Mobley et al. The questionnaire of organizational characteristics was made through reviewing literature. The data were analyzed by frequency, percentage, t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression with $SPSS-PC^+$ program. Major findings are as follows : 1. Mean scores for organizational commitment were 3.008 and turnover intention 3.167 on a 5 point scale. 2. Age and clinical experience were positively related to organizational commitment(r=.4806, p=.000; r=.4792, p=.000). 3. In the personal variables, hospital type(F=21.374, p=.000), education level(F=5.481, p=.001), position(F=30.867, P=.000), and marital status(t=-5.63, p=.000) of the nurses showed significant differences in organizational commitment. 4. The variables to the organizational characteristic were statistically significant in organizational commitment : formalization(r=.3458, p=.000), human-centered organizational characteristic(r=.4302, p=.000), performance- centered organizational characteristic(r=-.1502, p=.000), payment(r=.2234, p=.000), promotion(r=.2710, p=.000), benefit & service(r=.2325, p=.000), and resource inadequacy(r=-.2172, p=.000). 5. For the purpose of identifying the predicting variables in organizational commitment, stepwise multiple regression is conducted. The results show that age, human-centered organizational characteristic, formalization, hospital type, resource inadequacy, promotion, and benefit & service were significant variables and explained 46% of the variance. 6. Organizational commitment was significantly negatively correlated with turnover intention(r=-.6442, p=.000). As a result of stepwise multiple regression analysis, organizational commitment is the most powerful variable predicting turnover intention and explained 41.5% of the variance. In conclusion, this study shows that the higher the organizational commitment level, the lower the turnover intention. Therefore, for effective turnover management, it is important to improve the organizational commitment among clinical nurses. In order to enhance the organizational commitment by the clinical nurses, it will be useful to consider significant organizational characteristics variables identified in this study.

• Journal of Korean Society for Quality Management
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• v.30 no.3
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• pp.94-110
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• 2002

This research focuses on internet advertisement success factors derived from the relevant researches and clarified the concept of user and information characteristics. The corresponding determinants are suggested such as organizational characteristics, user characteristics, and information characteristics. Success factor of internet advertisement is used by user attitude. We then examine the impact of corresponding determinants on the success factors. Hypotheses on their characteristics were tested for 174 persons. The results indicated that organizational characteristic, user characteristic and information characteristic was partly found as a positive impact on the internet advertisement success while quality of innovation and purchase promotion traits were not significant.

• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.3
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• pp.25-36
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• 2020

Purpose - As the interest of financial aria increase in economic change and labor market change, this study focused on the employee of the financial aria in Korea. The purpose of this study is to analyses relation among relationship variable and organizational culture variable and organizational effectiveness of financial aria employees in Korea. Research design, data, and methodology - This study measured relationship variable with communication and trust. And measured organizational culture variable with innovation, relation, hierarchy and rational. And measured organizational effectiveness with job satisfaction and organizational commitment. Empirical analysis is conducted using 442 financial aria employees of 7th HCCP in KRIVET. And SPSS is used in frequency and stepwise regression test and AMOS is used in path analysis with group differentiation test. Results - Overall results show that trust and relation culture give positive influence on job satisfaction. Organizational commitment results show that relation culture and rational culture give positive influence and also job satisfaction. However, hierarchy culture gives negative influence on organizational commitment. Also, the moderating effect of work characteristics is significant. Conclusions -Result of this study give managerial implication to HRM and also expend inflected organizational culture study to financial aria in Korea. Especially gives insight to relationship, organizational culture and organizational effectiveness. And management differentiation needs between work characteristic.

• Journal of Korean Society for Quality Management
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• v.49 no.2
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• pp.183-200
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• 2021

Purpose: This study is to investigate the effects of job instability and job stress on the turnover intention of sports facility workers in the COVID-19 situation, considering the moderating effects of perceived organizational support. Methods: This study surveyed service workers working at public sports facilities in Seoul, Gyeonggi Province and North Chungcheong Province, South Korea. The multi-regression and hierarchical regression analysis were employed to analyze the collected data. Results: The results indicate that all of the factors constituting job instability (organizational, job, and personal factors) had a significant influence on the factors constituting job stress (job characteristic, roll-related, and human relationship factors), except for only the relationship between organizational factor and rol-related factor. Job characteristic and roll-related factors constituting job stress significantly affected turnover intention of sports facility workers. Also, it was found that the perceived organizational support moderated the relationship between job characteristic factors of job stress and turnover intention. Conclusion: Although the COVID-19 created an environment with very high job instability, the negative impacts of job instability and job stress can be minimized through consideration and support for service workers of the organization, reducing turnover intention.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.207-215
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• 2016

The objective of this study is to examine the relevance between Job Characteristic and Organizational Effectiveness by Job Stress. The proxy variable of the Job Characteristic are skill variety, task identity, task significance, task autonomy, and task feedback. The proxy variable of Job Stress are role conflict, role ambiguity, and role overload. And the proxy variable of Organizational Effectiveness are job satisfaction, organizational commitment, and turnover intention. The sample consists of 379 data belonging to manufacturing and service industry located on Busan, Ulsan, and Gyungnam in 2015. The result of this study shows that there is difference on the relevance between Job Characteristic and Organizational Effectiveness according to the Job Stress. Therefore, it is more important to reduce the job stress to enhance the Organizational Effectiveness.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.83-96
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• 2004

Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

• Journal of Information Technology Services
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• v.13 no.3
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• pp.1-23
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• 2014

This study investigates the effect of technological and environmental factors on the cloud computing assimilation, which then affects firms' performance. The technological characteristics include cost-savings, technology use advantage, technology infrastructure, and technology compatibility while environmental characteristics include partner cooperation, competitive pressure, environmental uncertainty, and business agility. Furthermore, we examine inter-organizational trust as a moderating effect between environmental characteristics and cloud computing assimilation. Data from a sample of 219 firms show the significant impacts of proposed variables with exception of technology infrastructure and technology compatibility. The findings also show that inter-organizational trust has a significant moderating effect in all paths except the one between business agility and cloud computing assimilation. The implication of this study suggests a theoretical framework explaining cloud computing assimilation and performance within inter-organizational environment.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.385-396
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• 2006

Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.

• Research in Community and Public Health Nursing
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• v.7 no.1
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• pp.18-28
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• 1996

This study was carried out to explore the direction of job involvement of public health nurses and explore the way for improving services of public health center in Korea. The subjects were consisted of 164 nurses who were working at public health centers in Chonbuk. The data were collected by self-reporting questionnaire from Jan. 15 to Jan. 27, 1996. The instrument used in this study was Likert-type scale which Job Involvement Scale developed by Kanungo. The questionnaires of organizational and job characteristic were made through reviewing literatures. The data were analyzed by frequency, percentage, t-test, one-way ANOVA, Scheffe test, and Pearson's correlation coefficient with SPSSPC+ program. Major findings were as follows : 1. Mean scores for job involvement were 3.0879 on a 5 point scale. 2. In the personal variables, professional experience(t=-2.18, p=.031), position(t=2.34, p=.021), and age(F=-1.94, p=.038) were statistically significant in job involvement. 3. The variables to job characteristic were statistically significant in job involvement: job challenge (r=.4785, p=.000), role ambiguity (r=-.3141, p=.000), task significance (r=.2714, p=.000), and role conflict(r=-.2166, p=.003). 4. The variables to organizational characteristic were statistically significant in job involvement : formalization(r=.3184, p=.000) and human centered organizational characteristic (r=.2450, p=.001).