• Health Policy and Management
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• v.13 no.1
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• pp.46-68
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• 2003

In the model tested here, individual innovative work behavior is considered as the outcome of two antecedent factors-empowerment and organizational supports. The relationships between those variables and innovative work behavior are analyzed form the data collected through a questionnaire survey of 389 employees in five general hospitals. Results of multiple regression analyses show that three dimensions of empowerment-meaning, competence, and impact, and supports from organizational culture have significant effects on innovative work behavior whereas the effects of choice dimension of empowerment and managerial supports are not significant. These results emphasize the importance of empowerment and innovation oriented organizational culture for individual members' innovative work behavior. Theoretical and practical Implications and suggestions for future research are discussed.

• Journal of Korean Clinical Nursing Research
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• v.24 no.2
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• pp.245-254
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• 2018

Purpose: The aim of this study was to assess nurses' evidence-based practice (EBP) beliefs and competencies, and organizational supports to develop EBP. Methods: A descriptive study was conducted using a survey of clinical nurses at a tertiary hospital in South Korea. Results: The survey was distributed to a total of 1,413 nurses and was completed by 1,318 nurses. There were significant differences in the EBP beliefs and competencies, and the perception of organizational supports among nurses at different educational levels. The EBP beliefs, EBP competencies, and organizational supports had a positive correlation with each other. EBP competencies were the highest in nurses with less than 3-years of clinical experience, and the perception of organization supports were the highest in nurses with more than 10-years of clinical experience. Conclusion: The findings suggest that educational programs, training, and organizational supports are recommended for facilitating successful EBP among nurses.

• The Journal of Information Systems
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• v.25 no.4
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• pp.37-61
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• 2016

Purpose This study examines firms at various industries to identify key organizational characteristics that positively drive the evaluation of cloud computing. In addition, this study tests the impact of one's evaluation has on the adoption and integration of cloud computing within their respective firm. Design/methodology/approach A total of 172 responses from various firms currently using cloud computing service were analyzed using the structural equation modeling(SEM). Findings Results show that organizational Needs(Mobility and Job Relevance), Perceived Factors(Relative Advantages and Cost Savings), and Organizational Readiness(Technical Knowledge, Financial Supports, and Managerial Supports) have a significant impact on cloud computing evaluation; and evaluation influences its adoption, and integration. However, two variables(IT Performance Gaps and Compatibility) have no significant impact on cloud computing evaluation. Finally, Evolutional Leadership has a significant moderating effect within the relationship among variables in the process of cloud computing implementation.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.23 no.2
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• pp.195-205
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• 2016

Purpose: The aims of this study were to describe the levels of personal coping resources, perceived organizational supports, and job stress, and to examine factors that affect job stress in hospital-based home care nurse practitioners. Methods: A cross-sectional survey was conducted. Data were collected from 170 subjects with a structured questionnaire from April to July, 2016 and analyzed using descriptive statistics, t-tests, One-way ANOVA, Pearson's correlation, and multiple regressions. Results: The means for personal coping resources, perceived organizational supports, and job stress were $3.7{\pm}0.43$, $3.4{\pm}0.55$, and $3.4{\pm}0.55$ out of 5, respectively. Personal coping resources and perceived organizational supports were significantly correlated. However, both had no associations with job stress. In the multiple regression analysis, the experiences of home care nursing and hospital location were found to be predictors of job stress. Both personal coping resources and perceived organizational supports were not statistically significant predictors of job stress. Conclusions: It is necessary to carry out organization-based educational programs and support systems aimed at enhancing personal abilities to cope with stress at work. Additionally, further studies are needed to identify other hospital-related characteristics that can lead to job stress in home care nurse practitioners.

• The Journal of the Korea Contents Association
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• v.14 no.6
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• pp.174-185
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• 2014

The purpose of this paper is to investigate how the employee benefits be related to the employees' organizational commitments through life satisfaction. There are four types of employee benefits: holidays, family-friendly benefits, financial supports for future, and insurance supports for medical care. The results show that 3 types of benefits(holidays, family-friendly benefits, financial supports for future) are significantly associated with life satisfaction. Holidays and family-friendly benefits are positively related to employees' organizational commitments, too. The findings further reveal that life satisfaction is full mediating factor between financial supports for future and organizational commitment. In case of holidays, family-friendly benefits, life satisfaction is partially mediated to organizational commitment. Findings are discussed in terms of the importance of life satisfaction through employee benefits.

• Korean Journal of Health Education and Promotion
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• v.16 no.2
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• pp.187-203
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• 1999

This paper will discuss about how we can foster educational support mechanisms to facilitate health promotion programs at the local level. Health promotion in Korea is in the early developmental stage; it has only been since the Health Promotion Act was legislated in 1995, the health promotion programs have been planned and implemented. In the context of the recent decentralization process, local health departments have a major responsibility for developing and implementing health promotion programs at the local level. The short history of health promotion in Korea has meant that local public health departments have limited experience and organizational capacity for health promotion planning ＆ practice. The results of one survey for investigating the progress of health promotion at the local level are instructive. The survey demonstrated that the public health workers recognized that the lack of personnels, insufficient budget, the lack of policy ＆ the organizational support, the lack of skill ＆ knowledge to be effective health promotors, the lack of guidance for health promotion practice were major barriers to implementing health promotion programs at the local level. The object of this paper is to suggest some ways of overcoming barriers to implementing health promotion programs at the local level This paper emphasizes on the importance of educational supports as well as environmental supports - legislative, policy, organizational, economical - in building the organizational capacity and infrastructure of local health department for health promotion. It suggests some ways of providing educational supports to the public health workers at the local level. and supports the positions that educational opportunities for training in health promotion can be better provided to the public health workers at the provincial level rather than at the national level. It argues that the educational ＆ training programs should be developed and based on the educational need assessment; that the application of the main educational principles ＆ theoretical models for health promotion be used to develop educational programs for the public health workers; and that professional health organizations should make plans to provide more educational programs at their annual conferences or at other convenient times. These kinds of educational supports facilitate the ability of public health workers to improve their capacity for health promotion practice at the local level and help to alleviate some of the pressure on state resources.

• Proceedings of The Korean Society of Health Promotion Conference
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• 1999.07a
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• pp.165-183
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• 1999

This paper will discuss about how we can foster educational support mechanisms to facilitate health promotion programs at the local level. Health promotion in Korea is in the early developmental stage; it has only been since the Health Promotion Act was legislated in 1995, the health promotion programs have been planned and implemented. In the context of the recent decentralization process, local health departments have a major responsibility for developing and implementing health promotion programs at the local level. The short history of health promotion in Korea has meant that local public health departments have limited experience and organizational capacity for health promotion planning ＆ practice. The results of one survey for investigating the progress of health promotion at the local level are instructive. The survey demonstrated that the public health workers recognized that the lack of personnels, insufficient budget, the lack of policy ＆ the organizational support, the lack of skill ＆ knowledge to be effective health promotors, the lack of guidance for health promotion practice were major barriers to implementing health promotion programs at the local level. The object of this paper is to suggest some ways of overcoming barriers to implementing health promotion programs at the local level This paper emphasizes on the importance of educational supports as well as environmental supports - legislative, policy, organizational, economical - in building the organizational capacity and infrastructure of local health department for health promotion. It suggests some ways of providing educational supports to the public health workers at the local level. and supports the positions that educational opportunities for training in health promotion can be better provided to the public health workers at the provincial level rather than at the national level. It argues that the educational ＆ training programs should be developed and based on the educational need assessment; that the application of the main educational principles ＆ theoretical models for health promotion be used to develop educational programs for the public health workers; and that professional health organizations should make plans to provide more educational programs at their annual conferences or at other convenient times. These kinds of educational supports facilitate the ability of public health workers to improve their capacity for health promotion practice at the local level and help to alleviate some of the pressure on state resources.

• The Journal of Information Systems
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• v.29 no.2
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• pp.197-220
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• 2020

Purpose Cloud computing that provides a new paradigm for a firm's use of information technology is getting a lot of attentions by practitioners. However, the empirical investigation on members of organizations using cloud computing are insufficient. Therefore, this study aims to examine the capabilities and perceptions of organizational members that should be considered important for successful cloud computing implementation. Design/methodology/approach This study proposed factors related to the capabilities and perceptions of members of the organization, and examined the relationship between these factors and successful cloud computing implementation and performance. In addition, this study tested the moderating effect of leadership and continuous supports through empirical analysis. The proposed hypotheses were verified through structural equation modeling using SmartPLS3.0 with the collected data. Findings The results showed that four factors except 'member behavior control' had a positive effect on successful cloud computing implementation, which had a positive effect on performance. In addition, leadership and organizational continuous support have been shown to strengthen the relationship among factors.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.20 no.4
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• pp.115-125
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• 2012

The purpose of this study is to investigate the relationship between organizational culture(constructive and defensive culture) and emotional labor along with the social supports (supervisor support, colleague support). Using data obtained from a survey of 419 flight attendants of a major airline company in south Korea. The results are as follows: Organizational culture had a significant effect on emotional labor. At this point, colleague support mediated the relationship between constructive culture and emotional labor. In addition, supervisor support and colleague support had a mediating role between defensive culture and emotional labor. This result concludes that flight attendants positively accept the essential manuals and safety regulations in the special working condition with a unified team service. Furthermore, the results show that social supports are an important job resource for flight attendants helping them reach their work-related goals.

• Korea Journal of Hospital Management
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• v.11 no.3
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• pp.42-55
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• 2006

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.