• Journal of Preventive Medicine and Public Health
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• 제20권1호
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• pp.67-83
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• 1987

This study relates to the problems of organizational performance in the Christian hospitals. In this study, quality of working life (QOWL), which harmonizes individual as well as organizational goals, was used as an indicator of organizational performance from the open systems view. In order to identify the behavioral factors influencing QOWL in hospitals, self-administered questionnaires were distributed to 1,926 employees who were randomly selected from fifteen Christian hospitals from August 1 to August 30, 1986. The following results were obtained: 1) All correlation coefficients between QOWL and behavioral variables were statistically significant even though their magnitude varied according to hospital size. 2) Using factor analysis, 32 variables were parsimoniously grouped into four factors: individual conflicts, group behavior, organizational characteristics and situation, and job characteristics. The proportion of variance explained by these factors ranged from 33.5% to 38.6% according to hospital size. 3) The overall effects of the four factors in the multiple logistic models ranged from 0.85 to 3.12 according to hospital size. Among three hospital models, the model for small hospitals showed the best statistical fit. 4) The most influential factor was organizational characteristics and situation with an odds ratio ranging from 1.99 to 3.02. Again, the odds ratio was the highest for small hospitals. 5) For large hospitals, the two main factor effects were statistically significant: organizational characteristics and situation, and job characteristics. For medium hospitals, all main factor effects except job characteristics were statistically significant. For small hospitals, all main factor effects except group behavior were statistically significant. However, a factor interaction effect was shown only for large hospitals where it was statistically significant. 6) To examine whether the four factors influence financial performance, the four factor scores from the two financial performance groups were compared using Mann-Whitney test. The test results showed that the organizational characteristics and situation factor score was significantly different only for small hospitals.

• 통상정보연구
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• 제10권2호
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• pp.325-348
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• 2008

The purpose of this study is to find out the relationship between job fitness, organizational justice(distributive, procedural, interactional), job satisfaction, organizational trust, organizational commitment, and voluntary turnover intention in private organization such as in small fire in Korea. To identify the these relationships, the secondary data or past studies that were related with job fitness, organizational justice, job satisfaction, organizational trust, organizational commitment, voluntary turnover intention was collected and theoretically arranged. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 18 hypotheses was established, there was executed the survey of 262 in employees. Using the collected data, previous performances to confirm the construct validity and internal consistency by EFA(Exploratory Factor Analysis); i.e. factor analysis by SPSS, reliability by cronbach's a, and by the CFA(Confirmative Factor Analysis) and structural equations modelling the proposed model was tested by LISREL v. 8.52. The research came to the conclusions as follows: First, three perceived justice had the positive effect to the job satisfaction empirically. Second, procedural justice in three perceived justice only had the positive effect to the organizational trust empirically. Third, distributive justice in three perceived justice only had the positive effect to the organizational commitment empirically. Forth, job fitness had the positive effect to the organizational commitment, organizational trust, job satisfaction empirically in perspective. Fifth, I found the relationship between job satisfaction and organizational commitment, between job satisfaction and organizational trust was positive, between organizational commitment and trust. Finally, job satisfaction, organizational trust had not the positive effect directly, but indirect effect via organizational commitment was identified in voluntary turnover intention by empirical test.

• 아태비즈니스연구
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• 제13권1호
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• pp.197-212
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• 2022

Purpose - The current paper not only investigates the intermediating process of the association between job insecurity and organizational performance, but also tries to find a factor which mitigates the negative influence of job insecurity. Design/methodology/approach - By conducting structural equation modeling(SEM) analysis with survey data from 351 employees, this study tried to identify the mediating effect of organizational trust, as well as the moderating influence of ethical leadership in the job insecurity-organizational trust link. This paper built hypotheses that job insecurity decreases the level of employee's organizational trust, then the level of the employee's organizational trust would influence organizational performance. In addition, ethical leadership would function as a buffering factor between the association between job insecurity and organizational trust. Findings - This paper found that job insecurity had a negative influence on employee's organizational trust, and the employee's organizational trust had a positive influence on organizational performance. The ethical leadership mitigated the negative impact of job insecurity on organizational trust. Research implications or Originality - By empirically delving into the importance of ethical leadership and organizational trust to increase organizational performance, this paper may provide top management and leaders in an organization with important insights that they should adequately monitor and manage the level of ethical leadership and organizational trust.

• 대한간호학회지
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• 제16권3호
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• pp.31-37
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• 1986

The purpose of this study is to develop a ratio scale measuring organizational charateristics in nursing. 599 staff nurses working at 10 educational hospitals in Seoul were participated during the period from July 1 to July 31, 1985. Subjects were instructed to rate at one to five points likert type scale according to the level of positive characteristics affecting the nursing organizational effectiveness. As a result of factor analysis given to 50 items with varimax rotation and rearrangement on the asis of factor loading 0.3, there are 4 factors consisted of 33 items presented: factor 1 : leadership of head nurses and interaction(11 items) factor 2 : leadership of supervisors and top managers(11 items) factor 3 : interaction with supervisors(5 items) factor 4 : organizational climate(6 items) Reliability of the factors were tested by Cronbach's Alpha, and the result was α=0.67∼0.84 Further studies are needed to identify the relationship between this tool and the effectiveness of various organization in nursing.

• 한국조리학회지
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• 제14권2호
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• pp.1-17
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• 2008

This study analyzed the factors related to the stress which the top-rated chefs in Jeju suffer and conducted the multiple regression analysis to look into the effect of job-related stress on the stress reaction and the satisfaction with job, in order to examine the effect of job-related stress faced by hotel kitchen employees in performing duties and determine the effect of job-related stress on the reaction of individuals in the peculiar environment of a kitchen in a hotel. Job-related stresses were classified into five factors which were physical, individual, vocational, organizational, and social. The result of regression analysis, which was performed to figure out the effect of job-related stress on the stress reaction and the satisfaction with the job, indicated that the physical factor of job-related stress had the greatest effect on the physiological reaction, followed by the organizational factor, individual factor, and social factor, while the organizational factor of job-related stress had the greatest effect on the psychological reaction, followed by the individual factor, social factor, vocational factor, and physical factor. Meanwhile, the vocational factor of job-related stress had the greatest effect on behavioral re-action, followed by organizational factor and individual factor. The vocational factor of job-related stress had the greatest effect on the satisfaction with the job, followed by individual factor, organizational factor, social factor, and physical factor.

• 산경연구논집
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• 제8권5호
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• pp.65-75
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• 2017

Purpose - The purpose of this study is to verify a role of organizational culture as antecedents to influence psychological empowerment of organizational members, focusing on service workers of casino companies. Therefore, this study sought to examine the question of each clan, adhocracy, market, and hierarchy culture that the workers perceive to influence their psychological empowerment. Thus, the current study examined the relationship between organizational culture and the psychological empowerment by empirical analysis. Research design, data, and methodology - This study chose four domestic casino companies that are run only for foreigners. Using an offline survey, it analyzed the questionnaire data of the 249 surveys collected from employees working in the sales and service sectors. Independent variables were four types of organizational culture: clan, adhocracy, market, and hierarchy. Dependent variables were four subcategories of psychological empowerment: meaning, competence, self-determination, and impact. As research methods, the study applied descriptive statistics, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis, using SPSS 21.0 statistical program. Results - Among the organizational culture types, the clan and adhocracy cultures, which emphasize flexibility and autonomy, were relatively more important for the psychological empowerment of workers than the hierarchy and market cultures. Clan culture was the most important factor in terms of meaning and competence, and adhocracy culture was the most important factor in self-determination and impact. However, the hierarchy and market cultures that pursue control and stability were also cultural types that positively affected psychological empowerment of the workers. Hierarchy culture showed positive effects on meaning, competence, and impact except self-determination, and market culture had positive effect only on competency. Conclusions - The study found that organizational culture is an important predictor of psychological empowerment of the employees in casino companies and that important organizational culture types may be different for each sub-factor of psychological empowerment. It suggests that casino companies have to try to recognize and secure diverse organizational culture in order to activate psychological empowerment of their employees because they can provide quality service for customers. Therefore, it is necessary to create a harmonious and balanced culture between promoting flexible and autonomous organizational atmosphere, and stably controlling and operating the organization.

• 수산해양교육연구
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• 제25권2호
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• pp.478-493
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• 2013

This study shows how the organizational culture of fisheries cooperative impacts with empowerment and organizational effectiveness. Result of this study would be utilized in organization management for fisheries cooperative. sample design is based on fisheries cooperative which are registered in korea from October 24 through November 17 in 2012. and total of 195 questionnaires are collected through a personal visit. The result of empirical analysis, organizational culture factor which have an effect on empowerment and organizational effectiveness is the biggest influence to them. At the same time. Sympathy of empowerment factor which have an effect on organizational effectiveness is the biggest influence to it.

• 대한방사선기술학회지:방사선기술과학
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• 제42권3호
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• 보건의료산업학회지
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• 제6권2호
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• pp.1-13
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• 2012

The purpose of this study was to investigate the factors that affect the performance of health insurance review department workers of Korean tertiary hospitals, general hospitals and hospitals. A survey was conducted through structured questionnaire for chiefs and members of health insurance review departments of hospitals, and data from 1,064 respondents were utilized in the final analysis. Survey items included general characteristics of the hospitals and health insurance review departments, job satisfaction and organizational commitment as organizational effectiveness. As multiple linear regression results, in the case of chiefs, the most significantly related factor to job satisfaction was a monthly salary. The other related factor was job stress. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, religious believer, and less complex workplace, in order. As organizational commitment, in the case of chiefs, the most significantly related factor was a monthly salary. The other related factor was more clinical experience. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, tertiary hospitals, more age, and less complex workplace, in order.

• 간호행정학회지
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• 제12권4호
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• pp.604-614
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• 2006

Purpose: This study was to identify factors that influence the organizational commitment and job satisfaction of nurses. Method: The data were collected from 1st, August until 7th, August, 2005. The subjects were 238 nurses from a general hospital in Busan. Data were analyzed with descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression using SPSS program. Result: The organizational commitment and job satisfaction was significant positive correlations with flexibility, satisfaction, competence factors and significant negative correlations with empathy factors and centralization factor. The most powerful predictors of Nurses's organizational commitment and job satisfaction was managerial strategy of organizational characteristics. And, satisfaction factors of professional self-concept, affiliative-dominant culture and conservative- dominant culture and innovative-dominant culture were powerful predictor factors. The Other powerful predictors of nurses's job satisfaction were satisfaction factors of professional Self-concept, communication and centralization factor of organizational characteristics, affiliative-dominant culture and conservative-dominant culture, professional image factor of nurse image. Conclusion: This study revealed that important factors for nurses's organizational commitment and job satisfaction. Consequently, the manager should be make effective managerial strategy and encourage that nurse have more satisfy to professional self-concept. And the manager make constant efforts to create an affiliative culture in hospital.