• Journal of Korean Academy of Nursing
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• v.44 no.2
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• pp.198-208
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• 2014

Purpose: This research was an empirical study designed to identify precursors and interaction effects related to nurses' patient identification behavior. A multilevel analysis methodology was used. Methods: A self-report survey was administered to registered nurses (RNs) of a university hospital in South Korea. Of the questionnaires, 1114 were analyzed. Results: The individual-level factors that had a significantly positive association with patient identification behavior were person-organization value congruence, organizational commitment, occupational commitment, tenure at the hospital, and tenure at the unit. Significantly negative group-level precursors of patient identification behavior were burnout climate and the number of RNs. Two interaction effects of the person-organization value congruence climate were identified. The first was a group-level moderating effect in which the negative relationship between the number of RNs and patient identification behavior was weaker when the nursing unit's value congruence climate was high. The second was a cross-level moderating effect in which the positive relationship between tenure at the unit and patient identification behavior was weaker when value congruence climate was high. Conclusion: This study simultaneously tested both individual-level and group-level factors that potentially influence patient identification behavior and identified the moderating role of person-organization value congruence climate. Implications of these results are discussed.

• Safety and Health at Work
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• v.7 no.4
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• pp.354-362
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• 2016

Background: The present study aims at investigating whether and how (1) job demands and job resources are associated with work-to-private-life interference (WLI) and (2) job resources moderate the relationship between job demands and WLI. Methods: Data were collected by a self-report questionnaire from three hospitals in Italy. The sample consisted of 889 health-care workers. Results: All job demands (i.e., quantitative demands, disproportionate patient expectations, and verbal aggression) and job resources (i.e., job autonomy, support from superiors and colleagues, fairness, and organizational support), with the exception of skill discretion, were related to WLI. The effects of quantitative demands on WLI were moderated by support from superiors; fairness and organizational support moderate the effects of all job demands considered. Support from colleagues moderated only verbal aggression. Job autonomy did not buffer any job demands. Conclusion: The present study suggests that the work context has a central importance in relation to the experience of WLI among health-care workers. The results indicated that intervention in the work context may help to contain WLI. Such interventions would especially be aimed at improving the social climate within the unit and quality of the organizational process.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.2
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• pp.21-29
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• 2012

Person characteristics and the perception of organization climate affect on the performances associated with causes of job stress, and may induce various types of human errors. For incidence, a person's adaptation to organizational traits can influence on a person's performance with tasks assigned as well as job satisfaction, a change of occupation, etc. There are several evaluation methods such as an aptitude test to evaluate the suitability of department allocation. However, only person's traits such as an aptitude has been associated with department allocation and job assignment for the personnel management. This paper shows not only an evaluation result on the job-stress of the workers in nuclear power plants (NPPs), but also the relationships between the job-stress and the coincidences of group-personal, team-personal traits. Then, we systematically deduct a basic information on the factors to be considered to manage the organizational traits and job stress. We expect this result can contribute to enhance the organizational management against to the human errors as well as for the promotion of safety and efficiency of NPPs.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.1105-1111
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• 2020

The study aims to investigates and explore the quality of work life (QWL) and also to find out which QWL factors are considered as primary factors among employees of PT. Duta Transformasi Insani, a consulting service management in Indonesia. The factors of QWL in this study consist of nine components, which are: work environment, organizational culture and climate, relation and cooperation, training and development, reward and compensation, facilities, job satisfaction and job security, work autonomy, and resource adequacy. This study conducted a survey of every employee who works for PT. Duta Insani, which consists of various sample characteristics, such as gender, education level, and length of employment. The descriptive analysis also analyzes how the QWL condition in this company. The method in this research using quantitative descriptive and factor analysis, together with validity and reliability tests, to fulfill the study objectives. The results showed that most dimensions of employees' QWL are within a valid category, with an 80 percent average of this variable. Furthermore, the results also indicate there are two major factors constituting the quality of work life of the employees of PT. Duta Transformasi, which are supportive organizational culture, accounting for 47.75 percent, and organizational facilities, accounting for 13.03 percent.

• Journal of Korean Clinical Nursing Research
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• v.19 no.2
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• pp.169-180
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• 2013

Purpose: This study was performed to investigate nurses' experience of bullying in clinical fields. Methods: Participants were 309 nurses working in general hospitals. Data were collected using self- report questionnaires which were evaluated in terms of workplace bullying, burnout, organizational commitment, turnover intention and nursing productivity. Results: Of the participants 17.2% reported being victims of workplace bullying of nurses in general hospital, based on the operational definition of bullying. Coping response to workplace bullying was mainly passive such as enduring, ignoring, and evading. Experience of workplace bullying was positively correlated with burnout and turnover intention and negatively correlated with organizational commitment and productivity. Conclusion: The findings suggest that there is a need for assessment of the reality of workplace bullying of nurses in clinical areas as well carefully reviewing the problem and impact. A supportive system, education programs and improved workplace climate are recommended to reduce workplace bullying in clinical fields.

• Journal of the Korea Convergence Society
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• v.7 no.5
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• pp.189-200
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• 2016

This study was done to review and summarize trends in research related to organizational silence, to realize convergent association of relating variables, subjects and to explore directions for future research. 26 research papers related to organizational silence, which were published in Korea between 2006 and 2015, were analyzed. 25 articles was published between 2011 and 2015. 96.2% of the study were descriptive research. The subjects were higher in the order of the police, hotel employees, corporate employees. Measurement instrument developed by Van Dyne, Ang & Botero(2003) were used and modified. Turnover intention were used in 13 studies as dependent variable of organizational silence. The findings of this study suggest that should be performed to identify variables related to organizational silence and to develop measurement instrument of organizational silence in Korea climate.

• Journal of Environmental Health Sciences
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• v.43 no.5
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• pp.360-369
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• 2017

Objectives: The organizational culture of small-scale enterprises is influenced by a lack of awareness of industrial accidents and a business-oriented culture. Therefore, the purpose of this study is to establish a correlation between chemical awareness and worker safety, which is the reason why a company's safety environment is responsible for human factor accidents. Methods: The research model established the organizational culture, human relationships, organizational relationships, workplace culture, safety climate, and safety parameters, all of which affect the perception of chemical substances, then established safety rankings, communication, safety regulations, and safety support. Results: In order to derive the results of this study, the satisfaction level was mostly derived from the degree of engagement (+) depending on the number of years worked, in the hierarchical regression analysis. During work with chemicals, the number of years spent on the level of the service was determined by the influence of the chemical (-). Based on this company, the occurrence of chemical accidents caused by chemical materials was felt to be felt at the risk of causing the hazard to be felt, the absence of physical damage was excluded from the variables. The other variables detected in the variables were $62.8{\pm}24.4$. Conclusion: As a result, it is necessary to develop a statistical model for the verification of the hierarchical regression analysis, and the relationship between safety and awareness of the dangers of chemicals and biological agents requires periodic safety training. Job satisfaction was found to be higher if the level of awareness was sufficient.

• Journal of Korean society of Dental Hygiene
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• v.10 no.6
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• pp.1037-1048
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• 2010

Objectives : The awareness of health care need increasing attention from the public along with changing professional human-resources activity. As there are increasing social demand for the roles and professionalism of dental hygienists, the purpose of this study was to examine the job performance, creativity and organizational climate of dental hygienists by their own self-diagnostic evaluation in an attempt to help enhance their work ability. Methods : According to the data released as August 2008 by the Dental Association and public health centers in Gwangju, 735 dental hygienists worked at 425 dental clinics. The subjects in this study were 156 dental hygienists at 85 dental clinics who were selected by proportionate sampling method from among the dental hygienists. After an interview survey was conducted in person, the answer sheets from 132 respondents were analyzed except 24 incomplete ones. The questionnaire used in this study consisted of 49 items. A five-point Likert scale was used and SPSS 12.0 program was analyzed the data. Results : 1. As a result of checking the types of works, treatment cooperation(54%), and oral health education often(45%), They weren't responsible for preventive treatment(42%). 2. When they made a self-diagnostic evaluation of creativity and organizational climate, they put the highest value on their autonomy(2.21), followed by positive attitude(2.10). Out of seven organizational climate, challenging spirits(2.81) ranked highest, followed by reliability(2.66). 3. Major management eopmubyeol individual creativity compared with three business relationships and a positive attitude in the case of the high group received oral health education and care management services in a group doing the most was General office work and office assistance work in the medical assistance group that was doing business primarily. 4. In the relationship between self-assesment score and three performance duties, Positive difference was noted in the group with positive attitude and elevated autonomy in terms of performing oral health education. Conclusions : As a result, individual creativity and organization of the atmosphere, each detail, through analysis of the self-assessment model, developed guide on the investigation by doing a dental hygienist, a unique business promotion and Enlargement of the study suggested the need to be considered is.

• Management & Information Systems Review
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• v.34 no.5
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• pp.1-21
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• 2015

This study is to testify whether according to the variables of population statistics there emerge differences in the ethical leadership, ethical climate, organizational citizenship behavior and LMX by Social Entrepreneurs. For this we have performed survey 652 social entrepreneurs at authorized Social Enterprises. The results of analysis are as follows. First, it was analyzed that the sub-factors of the ethical leadership, such as contribution and integrity by Social entrepreneurs have revealed significant difference according to gender. Also the sub-factor of ethical climate, such as utilitarianism has revealed significant difference by gender, too. The analysis result signifies no significance in OCB, LMX. Second, there were significant difference in the sub-factor of ethical leadership such as integrity, the sub-factor of ethical climate such as, utilitarianism, the sub-factor of OCB such as effectiveness, and LMX by religious. Third, the analysis result signifies no significance in ex-work place, whether they worked at Social enterprise or not. Finally, as the result of our analysis whether there are any differences according to gender, religious, and ex-work place of the Social entrepreneurs in the ethical leadership, ethical climate, OCB, and LMX by Social entrepreneurs, it was revealed that there are some significant. This study emphasizes the importance of ethical leadership, ethical climate, OCB and LMX. It reveled these variables have differences by demographic characteristics of Social entrepreneurs. In conclusion, this study suggests that the consideration of the variables of population statistics according to the various variables about Social enterprise.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.3
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• pp.117-129
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• 2018

This study examines the impact of severe weather on lean supply chains. First, this paper reviewed the literature on the disruptions and damages that severe weather events cause on supply chain. Then, several recent examples of lean supply chain disruptions due to severe weather were discussed. The results of the study indicated that the frequency of weather related disasters is increasing and extreme weather events will increase potential risks to supply chains. First, building organizational resilience will help firms look beyond efficiency and profits in managing lean supply chains. Second, the concept of sole sourcing may need rethinking to maintain a supply chain that is lean and resilient. Third, organizations must plan ahead for supply chains in unpredictable weather. Fifth, communication is a key for anticipating and avoiding the impact of severe weather. This study proposes of a set of strategies, both theoretical and practical, that business firms should develop to effectively prevent and respond to severe weather related disruptions in lean supply chains.