Journal of the Korea Institute of Building Construction
/
v.19
no.4
/
pp.373-382
/
2019
In order to reduce the accident rate of construction in South Korea, governments and its affiliates have been tried to establish a safety culture, however they reached the limit. In addition, researchers recently have conducted regarding the safety climate and concluded that safety climate effect on the safety performance. Although organizational culture and enterprise types are different based on business size, they generalized the level of safety climate with a group only. Therefore, in order to solve this issue, the objective of this study is to analyze the safety climate level of construction company depending on business size in South Korea. In addition, the improvements are suggested on the level of safety climate after problems are drawn from considering organizational culture, enterprise type and construction industry in South Korea. In the future, this study will be used as a baseline for the effects of the safety climate on the safety performance in construction site based on business size.
Purpose: The purpose of this study was to provide basic data to understand the organizational culture of nurses by categorizing nurses' experience of coping with bullying in the workplace through Q methodology and analyzing the characteristics of each type, and to induce correct policy measures and interventions to create an atmosphere created in the nursing clinical field to be more advanced and positive. Methods: To form the Q population, focus group interviews were conducted with nurses working for more than six months at two general hospitals in Seoul and Gyeonggi. Interviews were conducted by 12 nurses introduced to participants who can provide researchers with a wealth of information on workplace bullying experiences without filtration. In addition, the Q population was extracted by reviewing the results. Based on the results derived from this, 38 Q statements in total were extracted. Forty clinical nurses were required to classify Q sample statements, and the data collected through this were analyzed using the pc-QUANAL program. Results: As a result of the analysis, a total of five types of clinical nurses' experiences of coping with bullying in the workplace were identified: 'tense emotion-based tolerance response,' 'positive thinking-based self-effort response', 'individualistic thinking-based passive response', 'support system-based emotional expression response' and 'active response centered on problem-solving'. Conclusion: The derived response types are expected to be guidelines for suggesting strategies to eradicate bullying in the workplace at the organizational level, individual level, prevention level, and organizational culture level.
This study investigated relationships between personality types and job satisfaction, and performance among school food service dietitians. An online survey was conducted on 200 school dietitians from March 1 to 31, 2022. Of the personality type factors, extraversion, openness, agreeableness, and conscientiousness were positively correlated with job satisfaction, whereas neuroticism was negatively correlated. Extraversion, openness, agreeableness, and conscientiousness were positively correlated with job performance, whereas neuroticism was negatively correlated. Regression analysis conducted to determine the effects of personality types on job satisfaction revealed conscientiousness predicted satisfaction with items of the job, agreeableness predicted satisfaction with supervisor's supervision, and extraversion predicted satisfaction with colleagues. On the other hand, neuroticism was a negative predictor of satisfaction with the job, supervisor's supervision, colleagues, and work environment items. Analysis of the effects of personality types on job performance established that openness was a positive predictor of satisfaction with roles of the organization and team, and of conscientiousness for the job, innovator, and organizational roles. In contrast, neuroticism negatively predicted satisfaction with job role items. Further studies are required to explore these relationships more closely by incorporating other major factors related to personality characteristics, job satisfaction, and job performance of dietitians working in various fields.
The Journal of the Convergence on Culture Technology
/
v.8
no.5
/
pp.619-629
/
2022
This study aims to investigate the relationship among public service motivation, hospital organizational culture type, job-esteem, and turnover intention of public hospital nurses. A cross-sectional study was conducted on 124 nurses at four public hospitals in the Gyeonggi Province (Icheon, Anseong, Suwon, Paju). Data were analyzed using descriptive statistics, t-tests, ANOVA, and Pearson correlation coefficient. Mann-Whitney U test and the Kruskal-Wallis test were used with the Bonferroni test for post hoc comparison when the data were not normally distributed. The turnover intention of the subjects was public service motivation (r=-.30, p<.001), affiliative culture (r=-.28, p=.002), innovative culture (r=-.34, p< .001) and task culture (r=-.30, p=.001) were negatively correlated. Study findings suggest that public service motivation must be increased to reduce the turnover intention of nurses in public hospitals.
This paper aims to verify how the knowledge sharing culture of hotel companies affects psychological ownership awareness and organization citizenship behavior through knowledge sharing of millennials and generation Z employees. It also assumed that two types of knowledge, such as tacit knowledge and explicit knowledge, would have the effect of controlling knowledge sharing culture and knowledge sharing. This paper collected data from 138 employees working in hotels in the metropolitan area. As a result of the empirical analysis, it was found that the knowledge sharing culture of hotel companies influenced knowledge sharing. In addition, it was confirmed that it had a positive effect on psychological ownership and organizational citizenship behavior. In the case of hotel companies, it was found that the tacit knowledge was more effective in inducing knowledge sharing among employees that the explicit knowledge. If a company provides a knowledge-sharing culture using various forms of tacit knowledge strategies, it is expected to increase the organizational citizenship behavior and psychological ownership of MZ generation employees.
Purpose: This study aimed to explore the constructs and context of hospital nurses' organizational silence. Methods: In-depth interviews were conducted with 17 nurses in small-middle general hospitals as well as big university hospitals. We then derived the key themes using grounded theory method. Results: Nine themes and 30 sub-themes were derived: "Willing to be recognized for performance rather than saying", "Getting used to the hard-to-speak climate", "Face the reality that does not change when said", "Complicated situation that prevents self-regulating decision-making", "Conflicts that are difficult to confront", "Unfair responsibilities that I want to evade", "Leaders who don't support me", and "Being blocked in communication". Consequently, the nurses learned to adopt a climate of silence and "learned organizational silence" behavior. They experienced that prosocial silence was essential for obtaining approval as a member of the group, and defensive silence for protecting themselves in the hierarchical structure and unfair responsibilities. Acquiescent silence originated from a futile relationship with their supervisors, one-way communications, and the unsupportive management system, in which three types of silence appeared sequentially or in combination with each other. Conclusion: Based on these results, nursing managers should identify the context of nurses' organizational silence and should lessen these silence behaviors.
The present study is designed to develop surveying tools to measure stressors of and social supports for Radiological Technologists which may play a role to alleviate their stresses caused from their job environments. For this purpose, an analysis of reliability by factors of personal stressors was conducted on 890 radiologists who are working at 44 general hospitals in 16 cities and provinces across the country. The results of the analysis may be summed up as follows: Six factors in 2 concerned fields turned out to be major tools for use as items of questionnaires to measure social supports for and organizational culture of Radiological Technologists. The factors determined to be applicable for survey with reliability coefficient of more than 0.7 measured by factors for internal coherence included social supports on the job(0.90), off-the-job social supports(0.81), job satisfaction(0.80), devotion for job by length of service(0.81) and emotional devotion for job(0.80), all deemed to be appropriate as survey items. In the verifying process of the results, it was found that normative devotion for job(0.61) showed lower reliability as its statistical coefficient was analyzed to be less than 0.7. It seemed, therefore, necessary to reconstruct items or re-select such ones only that can maintain internal coherence in order to analyze appropriateness of related measuring tools, or to develop new measuring tools. Although the outcomes of this study can be used to verify reliability and appropriateness of concerned concepts to assess stresses caused during the job performance of Radiological Technologists, it may be improper to adopt them to measure all types of social supports and stresses that occur generally under the job environment. It is desired, however, to compare and analyze the findings of the present study with others and to utilize them as basic data for further development of tools that can maintain internal coherence in terms of reliability and appropriateness in spite of changing social environments.
Asia-Pacific Journal of Business Venturing and Entrepreneurship
/
v.14
no.2
/
pp.221-233
/
2019
In Korea, small and medium sized domestic enterprises(SMEs) play an pivotal role in the national economy, accounting for 99.9% of all enterprises, 87.9% of total employment, and 48.3% of production. and SMEs was driving a real force of the development of national economy in many respects such as innovation, job creation, industrial diversity, balanced regional development. Despite their crucial role in the national development, most of SMEs suffer from a lack of R&D capabilities and equipments as well as funding capacity. Public R&D institutes can provide SMEs with valuable supplementary technological knowledge and help them build technological capacity. so, In order to effectively support SMEs, government and public R&D institutes must be a priority to know about the factors influencing the performance related to technology transfer and technological collaborations. In particular, SMEs are not only taking up a large portion of the national economy, but also their influence in politics and economy so strong that raising the competitiveness of small and medium-sized companies is a national policy goal that must be achieved in order to achieve sustained economic growth. For this reason, it is necessary to look specifically at the relationship between concepts such as the environment, strategy, and organizational culture surrounding the enterprise to enhance the competitiveness of SMEs. The paper analyzes 665 companies to find out which organizational culture affects their performance by classification and type of business of SMEs. This study demonstrated that when SMEs seek consistency in their external environment, strategies, and organizational structure to maintain their continued competitiveness. According to three-way analysis of variance (3-way ANOVA) indicates that classification of industries in SMEs has statistically significant main effects, but the type of business and organizational culture do not have significant effects. However, the company's organizational performance (operating profit) of SMES were found to differ significantly in comparison between groups according to classification standards of industries, and therefore adopted some parts. In addition, an analysis of the effect of interaction between the three independent variables of small and medium-sized enterprises has shown that there are statistically significant interaction effects among classification, types of business, and organizational cultures. The results shows that there is an organizational culture suitable for each industry classification and type of business of an entity, and is expected to be used as a basis for establishing promotion policies related to the incubation and commerciality of small and medium-sized venture companies in the future.
Knowledge sharing is an essential component of effective knowledge management, however, individuals' knowledge does nottransform easiIy into organizational knowledge even with the implementation of knowledge management program, rather , individuals tend to hoard knowledge for various reasons. this article is to explore what factors have influenced the knowledge sharing intent ion and knowledge sharing mechanism. Althoughseveral factors have been identified to help create a high performing knowledge organization, including leadershlp, organizational culture and so on, the major objective of the research. is to explore what kinds of individuals' factors have influence on knowledge sharing intent ion and knowledge sharing mechanism by knowledge types. This paper applied personality trait ability, extrinsic motivation, intrinsic motivation structure to explain knowledge sharing in organization.
This study investigated student engagement of STEM-specialized higher education institutions in comparison with students from humanities & social science and STEM majors, respectively. By doing so, the study aimed to find the effects of the characteristics of STEM disciplines and organizational culture of STEM-specialized small-sized institutions on student engagement. The students majoring STEM disciplines, regardless of the organizational types, showed lower reflective-integrative learning experiences compared to students on humanities & social science disciplines. In contrast, students of STEM-specialized institutions reported significantly higher levels of peer relationship and student-faculty interaction in comparison with humanities & social science students and STEM students of general higher education institutions. Finally, the study suggests policy implications for STEM education.
본 웹사이트에 게시된 이메일 주소가 전자우편 수집 프로그램이나
그 밖의 기술적 장치를 이용하여 무단으로 수집되는 것을 거부하며,
이를 위반시 정보통신망법에 의해 형사 처벌됨을 유념하시기 바랍니다.
[게시일 2004년 10월 1일]
이용약관
제 1 장 총칙
제 1 조 (목적)
이 이용약관은 KoreaScience 홈페이지(이하 “당 사이트”)에서 제공하는 인터넷 서비스(이하 '서비스')의 가입조건 및 이용에 관한 제반 사항과 기타 필요한 사항을 구체적으로 규정함을 목적으로 합니다.
제 2 조 (용어의 정의)
① "이용자"라 함은 당 사이트에 접속하여 이 약관에 따라 당 사이트가 제공하는 서비스를 받는 회원 및 비회원을
말합니다.
② "회원"이라 함은 서비스를 이용하기 위하여 당 사이트에 개인정보를 제공하여 아이디(ID)와 비밀번호를 부여
받은 자를 말합니다.
③ "회원 아이디(ID)"라 함은 회원의 식별 및 서비스 이용을 위하여 자신이 선정한 문자 및 숫자의 조합을
말합니다.
④ "비밀번호(패스워드)"라 함은 회원이 자신의 비밀보호를 위하여 선정한 문자 및 숫자의 조합을 말합니다.
제 3 조 (이용약관의 효력 및 변경)
① 이 약관은 당 사이트에 게시하거나 기타의 방법으로 회원에게 공지함으로써 효력이 발생합니다.
② 당 사이트는 이 약관을 개정할 경우에 적용일자 및 개정사유를 명시하여 현행 약관과 함께 당 사이트의
초기화면에 그 적용일자 7일 이전부터 적용일자 전일까지 공지합니다. 다만, 회원에게 불리하게 약관내용을
변경하는 경우에는 최소한 30일 이상의 사전 유예기간을 두고 공지합니다. 이 경우 당 사이트는 개정 전
내용과 개정 후 내용을 명확하게 비교하여 이용자가 알기 쉽도록 표시합니다.
제 4 조(약관 외 준칙)
① 이 약관은 당 사이트가 제공하는 서비스에 관한 이용안내와 함께 적용됩니다.
② 이 약관에 명시되지 아니한 사항은 관계법령의 규정이 적용됩니다.
제 2 장 이용계약의 체결
제 5 조 (이용계약의 성립 등)
① 이용계약은 이용고객이 당 사이트가 정한 약관에 「동의합니다」를 선택하고, 당 사이트가 정한
온라인신청양식을 작성하여 서비스 이용을 신청한 후, 당 사이트가 이를 승낙함으로써 성립합니다.
② 제1항의 승낙은 당 사이트가 제공하는 과학기술정보검색, 맞춤정보, 서지정보 등 다른 서비스의 이용승낙을
포함합니다.
제 6 조 (회원가입)
서비스를 이용하고자 하는 고객은 당 사이트에서 정한 회원가입양식에 개인정보를 기재하여 가입을 하여야 합니다.
제 7 조 (개인정보의 보호 및 사용)
당 사이트는 관계법령이 정하는 바에 따라 회원 등록정보를 포함한 회원의 개인정보를 보호하기 위해 노력합니다. 회원 개인정보의 보호 및 사용에 대해서는 관련법령 및 당 사이트의 개인정보 보호정책이 적용됩니다.
제 8 조 (이용 신청의 승낙과 제한)
① 당 사이트는 제6조의 규정에 의한 이용신청고객에 대하여 서비스 이용을 승낙합니다.
② 당 사이트는 아래사항에 해당하는 경우에 대해서 승낙하지 아니 합니다.
- 이용계약 신청서의 내용을 허위로 기재한 경우
- 기타 규정한 제반사항을 위반하며 신청하는 경우
제 9 조 (회원 ID 부여 및 변경 등)
① 당 사이트는 이용고객에 대하여 약관에 정하는 바에 따라 자신이 선정한 회원 ID를 부여합니다.
② 회원 ID는 원칙적으로 변경이 불가하며 부득이한 사유로 인하여 변경 하고자 하는 경우에는 해당 ID를
해지하고 재가입해야 합니다.
③ 기타 회원 개인정보 관리 및 변경 등에 관한 사항은 서비스별 안내에 정하는 바에 의합니다.
제 3 장 계약 당사자의 의무
제 10 조 (KISTI의 의무)
① 당 사이트는 이용고객이 희망한 서비스 제공 개시일에 특별한 사정이 없는 한 서비스를 이용할 수 있도록
하여야 합니다.
② 당 사이트는 개인정보 보호를 위해 보안시스템을 구축하며 개인정보 보호정책을 공시하고 준수합니다.
③ 당 사이트는 회원으로부터 제기되는 의견이나 불만이 정당하다고 객관적으로 인정될 경우에는 적절한 절차를
거쳐 즉시 처리하여야 합니다. 다만, 즉시 처리가 곤란한 경우는 회원에게 그 사유와 처리일정을 통보하여야
합니다.
제 11 조 (회원의 의무)
① 이용자는 회원가입 신청 또는 회원정보 변경 시 실명으로 모든 사항을 사실에 근거하여 작성하여야 하며,
허위 또는 타인의 정보를 등록할 경우 일체의 권리를 주장할 수 없습니다.
② 당 사이트가 관계법령 및 개인정보 보호정책에 의거하여 그 책임을 지는 경우를 제외하고 회원에게 부여된
ID의 비밀번호 관리소홀, 부정사용에 의하여 발생하는 모든 결과에 대한 책임은 회원에게 있습니다.
③ 회원은 당 사이트 및 제 3자의 지적 재산권을 침해해서는 안 됩니다.
제 4 장 서비스의 이용
제 12 조 (서비스 이용 시간)
① 서비스 이용은 당 사이트의 업무상 또는 기술상 특별한 지장이 없는 한 연중무휴, 1일 24시간 운영을
원칙으로 합니다. 단, 당 사이트는 시스템 정기점검, 증설 및 교체를 위해 당 사이트가 정한 날이나 시간에
서비스를 일시 중단할 수 있으며, 예정되어 있는 작업으로 인한 서비스 일시중단은 당 사이트 홈페이지를
통해 사전에 공지합니다.
② 당 사이트는 서비스를 특정범위로 분할하여 각 범위별로 이용가능시간을 별도로 지정할 수 있습니다. 다만
이 경우 그 내용을 공지합니다.
제 13 조 (홈페이지 저작권)
① NDSL에서 제공하는 모든 저작물의 저작권은 원저작자에게 있으며, KISTI는 복제/배포/전송권을 확보하고
있습니다.
② NDSL에서 제공하는 콘텐츠를 상업적 및 기타 영리목적으로 복제/배포/전송할 경우 사전에 KISTI의 허락을
받아야 합니다.
③ NDSL에서 제공하는 콘텐츠를 보도, 비평, 교육, 연구 등을 위하여 정당한 범위 안에서 공정한 관행에
합치되게 인용할 수 있습니다.
④ NDSL에서 제공하는 콘텐츠를 무단 복제, 전송, 배포 기타 저작권법에 위반되는 방법으로 이용할 경우
저작권법 제136조에 따라 5년 이하의 징역 또는 5천만 원 이하의 벌금에 처해질 수 있습니다.
제 14 조 (유료서비스)
① 당 사이트 및 협력기관이 정한 유료서비스(원문복사 등)는 별도로 정해진 바에 따르며, 변경사항은 시행 전에
당 사이트 홈페이지를 통하여 회원에게 공지합니다.
② 유료서비스를 이용하려는 회원은 정해진 요금체계에 따라 요금을 납부해야 합니다.
제 5 장 계약 해지 및 이용 제한
제 15 조 (계약 해지)
회원이 이용계약을 해지하고자 하는 때에는 [가입해지] 메뉴를 이용해 직접 해지해야 합니다.
제 16 조 (서비스 이용제한)
① 당 사이트는 회원이 서비스 이용내용에 있어서 본 약관 제 11조 내용을 위반하거나, 다음 각 호에 해당하는
경우 서비스 이용을 제한할 수 있습니다.
- 2년 이상 서비스를 이용한 적이 없는 경우
- 기타 정상적인 서비스 운영에 방해가 될 경우
② 상기 이용제한 규정에 따라 서비스를 이용하는 회원에게 서비스 이용에 대하여 별도 공지 없이 서비스 이용의
일시정지, 이용계약 해지 할 수 있습니다.
제 17 조 (전자우편주소 수집 금지)
회원은 전자우편주소 추출기 등을 이용하여 전자우편주소를 수집 또는 제3자에게 제공할 수 없습니다.
제 6 장 손해배상 및 기타사항
제 18 조 (손해배상)
당 사이트는 무료로 제공되는 서비스와 관련하여 회원에게 어떠한 손해가 발생하더라도 당 사이트가 고의 또는 과실로 인한 손해발생을 제외하고는 이에 대하여 책임을 부담하지 아니합니다.
제 19 조 (관할 법원)
서비스 이용으로 발생한 분쟁에 대해 소송이 제기되는 경우 민사 소송법상의 관할 법원에 제기합니다.
[부 칙]
1. (시행일) 이 약관은 2016년 9월 5일부터 적용되며, 종전 약관은 본 약관으로 대체되며, 개정된 약관의 적용일 이전 가입자도 개정된 약관의 적용을 받습니다.