• The Journal of the Convergence on Culture Technology
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• v.10 no.5
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• pp.173-180
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• 2024

The purpose of this study was to investigate the effects of job stress, self-efficacy, and mindfulness on job satisfaction according to the MBTI type of nurses. The subjects of this study were 163 nurses working in medical institutions across the country, and data were collected from March 28 to April 20, 2024 through online (Google) questionnaires. MBTI preference indices were introvert type (I), sensory type (S), emotional type (F), and judgment type (J). In MBTI's four psychological function types, SF type was the most, SJ type was the most in MBTI's four psychological temperament types, and ISFJ type was the most in MBTI's 16 personality types. In this study, job satisfaction had a negative correlation with job stress, and self-efficacy and mindfulness had a positive correlation. As a result of this study, the factors affecting job satisfaction were job stress and self-efficacy, and the explanatory power was 43.6%. In order to improve the job satisfaction of nurses, it is necessary to develop stress management and self-efficacy enhancement programs and verify them.

• The Journal of Korean Society for Radiation Therapy
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• v.24 no.2
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• pp.67-75
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• 2012

Purpose: The study is to check the specialty of radiotherapists working in the department of radiation oncology and find job satisfaction, organizational commitment and job commitment having an effect on professional parts. After making analysis of the mutual relation, it is to provide radiotechnologists with making progress in the future. Materials and Methods: From March 2 to March 30, we had carried out a survey with email. It is possible to have 272 questionnaires answered in the survey. We make use of SPSS 13.0 for Windows to analyze the data collected for study. Frequency and a percentage are meant to show general characteristics, and t-test and ANOVA to do the difference between general properties and professionalism. Pearson's correlation coefficient also is meant to do the correlation of professionalism, organizational job commitment and job satisfaction, and multiple regression analysis to do the factor for a relevant variable to affect professionalism. Results: There are subdivisions in the professionalism informing us of the self-regulation $17.74{\pm}2.32/3.55{\pm}.46$, a sense of calling $17.58{\pm}2.63/3.52{\pm}.53$, reference of the professional $17.14{\pm}2.39/3.43{\pm}.48$, service to the public $15.97{\pm}2.48/3.19{\pm}50$, and autonomy $15.68{\pm}2.28/3.14{\pm}46$. Grand mean turns out to be $83.89{\pm}7.63$(Summation of items)/$3.37{\pm}0.49$ (Numbers of items). When it comes to a statistical relation between general characteristics and professionalism, the statistics have it that these come within age (P<.001), period of employment (P<.001), education status (P<.05), a monthly income (P<.001), radiotherapists who get a special license (P<.001), the position (P<.001), and an opportunity for developing (P<.001). As a result of organizational commitment, job commitment, and job satisfaction, grand mean in organizational commitment proves to be $80.10{\pm}8.15/3.34{\pm}.34$. There are subvisions showing affective commitment $28.64{\pm}4.61$/3.58, continuance commitment $27.54{\pm}4.22/3.44{\pm}.53$, and normative commitment $23.95{\pm}2.94/2.99{\pm}.37$ in order of precedence. The average grade in job commitment is $32.47{\pm}5.77/3.30{\pm}.60$ and that in job satisfaction is $63.39{\pm}10.16/3.17{\pm}.51$, respectively. We find the positive relationship between professionalism and organizational commitment (r=.522, P<.05), between professionalism and job commitment (r=.444, P<.05), and between professionalism and job satisfaction (r=.507, P<.05). And we also get the positive relationship between organizational commitment and job commitment (r=.549, P<.05), between organizational commitment and job satisfaction (r=.433, P<.05), and between job commitment and job satisfaction (r=.462, P<.05). To catch the factors influencing the professionalism of radiotherapists, we used multiple regression analysis. According to the final model, it appears affective commitment (B=.755, P<.05), normative commitment (B=.305, P<.05), job satisfaction (B=.092, P<.05), an opportunity for developing (B=-1.505, P<.05), and the position (B=-1.155, P<.05) in order of precedence. It seems that explaining influece on $R^2$ is 0.504. Conclusion: The results of the factors that influence professionalism working as radiotherapists in the department of radiation oncology have it that the more affective commitment, normative commitment, and job satisfaction we feel, the more professionalism we recognize. We think that the focus of professionalism is increased if getting the chances for radiotherapists to have little to do with developing opportunities given.

• Journal of Korean Ophthalmic Optics Society
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• v.19 no.2
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• pp.253-260
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• 2014

Purpose: The present study was conducted to investigate whether near work with smartphone could induce the change of accommodative function. Methods: Total 63 subjects(26 male and 37 female) in their 20s were firstly examined their visual functions related to accommodation and uncorrected spherical equivalent power as the control. After that, the subjects were asked to read a book for 30 min and sequentially watch a movie on smartphone for the same time after 30 min-break under the indoor light or as it was in the reverse order to avoid time-ordered effect. Their accommodative functions, 1) accommodative amplitude, 2) accommodative facility, 3) relative positive/negative accommodation, and 4) accommodative lag and their uncorrected spherical equivalent power were examined again following each task and compared with the control values. Results: The monocular accommodative amplitude was significantly decreased after smartphone watching compared with it after reading. The monocular and binocular accommodative facilities were tended to reduce after smartphone watching and book reading but were not significantly different. Neither significant change in positive relative accommodation was determined after smartphone watching nor book reading. Negative relative accommodation after smartphone watching was almost unchanged unlike reading a book. The accommodative lag after smartphone work was significantly higher than after book reading. Conclusions: The near work with a smartphone for 30 min induced the change of some accommodative functions, which was significantly greater than when reading under the same working environment.

• Information Systems Review
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• v.15 no.3
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• pp.39-69
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• 2013

Business value of information technology has been the biggest interest of all such as practitioners and scholars for decades. Information technology is considered as the driving force or success factor of firm agility. The general assumption is that organizations making considerable efforts in IT investment are more agile than the organizations that are not. However, IT that should help the strategies of the firm that can hinder business or impede agility of the firm occasionally. In other words, it is still unknown if IT helps the agility of the firm or bothers it. Therefore, we note that contrary aspects of IT such as promotion and hindrance of firm agility have been observed frequently and theorize the relationships between them. In other words, we propose a rationale that firms should need to develop superior firm-wide IT capability to manage IT resources successfully in order to realize agility. Thus, this paper theorizes two IT capabilities, including technical IT capability and managerial IT capability as key factors impacting firm agility and firm performance. Further, we operationalize firm agility into two sub-types, including operational adjustment agility and market capitalizing agility. The data from 171 firms was analyzed using PLS approach. The results showed that technical IT capability has positive impact on firm agility and managerial IT capability had positive moderating effects between technical IT capability and firm agility. In addition, it was identified that top management championship positively moderates between agility and firm performance. Finally, it was indicated that firm agility was a very important causal variable of firm performance. Our study provides more exquisite and practical empirical evidences in the relationship between IT capability and firm agility by proposing applicable solution although IT has some contradicting effects on firm agility. Our findings suggest many useful implications to agility related researches in relatively primitive stage and working level officers in organizations.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.105-124
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• 2008

The purpose of this research is to provide the data base for the activation of Quality Improvement operation through investigating the status of Quality Improvement operation, and finding out factors influencing on the goal-orientation of QI performers in the medical centers of more than one hundred beds where are practicing Quality Improvement operation. In order to reach the purpose, document study was carried out grounded on the proceeding researches and formulated statistical data in relation with the status of Quality Improvement performers, and proof study was carried out through questionnaire survey. The subjects of the survey were the Quality Improvement performers working in seventy three medical centers in Pusan-Gyeongnam, Daegu-Gyeongbuk, and Ulsan. Among eighty three Quality Improvement performers, fifty, five were questionnaire surveyed, on the result of which Reliability Analysis, Factor Analysis, and Multiple Regression Analysis were made, using statistical program. The the results of the proof analysis on this research are as follows. First, in the factors influencing the devoting to goal pursuit of QI performers, organization-goal contribution(0.44) had significant positive effects, while organization conflict(-0.25) had significant negative effects. In other words, the higher the organization-goal contribution was, the higher the devoting to goal pursuit was, while the less the organization conflict was, the higher the devoting to goal pursuit was, which was statistically significant.(p<0.05). Second, in the aspect of goal performance types of QI performers, the process-centered type showed high level of the devoting to goal pursuit, which was statistically significant.(p<0.05). Third, in the aspect of QI performance degree, the higher the devoting to goal pursuit was, the higher the QI performance degree was, which was statistically significant.(p<0.05). In addition, the performers who perceived their workplaces organic structure showed much higher QI performance degree, which statistically significant.(p<0.05). Generalizing the results of this research, it is possible to offer a few suggestions as follows. First, as the competition among the medical centers is more severe recently owing to medical center evaluation system, medical centers are practicing various Quality Improvement operation in all of medical services such as clinical performance and management performance, to reach the purpose of both cost-cutting and medical quality improvement. Thus in order to practice Quality Improvement operation more efficiently in medical centers, it is essential to nuke use of problem-solving methods and statistical members. This as the willingness of chief executives and positive attitude and recognition of organization members. This requires the installation of divisions in charge and disposition of persons in charge, not to speak of persistent training of Quality Improvement. Second, the divisions in charge of QI carry out Quality Improvement operation at the medical center level, and take the role of generalizing and adjusting QI performances of various departments. Owing to this role, the division in charge of QI is considered indispensable organization in the QI operation of medical centers along with medical QI committee, while it contributes to the government's goal of reducing quality level gaps among medical centers. Therefore it is necessary for government and QI organizations to give institutional support and resources for the sake of QI operation of medical centers, besides to supply systematic trainning and informations to the divisions and persons in charge of QI. Third, it is certain that disposition of persons in charge should be determined in view of the scale and the scope of QI operation in medical centers.

• Research in Community and Public Health Nursing
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• v.11 no.1
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• pp.21-36
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• 2000

The purpose of this study was to assess the needs of breast self examination education (BSEE) programs for developing nursing centers. A first, we reviewed the literature of activity and management-related factors of nursing centers: and, second. we used a questionnaire to discover the degree of knowledge, attitude, and practice on breast cancer, as well as an individual's intention to participate BSEE program. 1. Reviewing the literatures of nursing center activities. Nursing centers which were administered by a professional nurse are an ideal site for faculty and student practices. With the use of nursing models of health. professional nurses in nursing centers diagnose and treat human responses to potential and actual health problems and offer holistic, client-centered health service. In nursing centers professional nursing services include health education, health promotion, and health-related research. A nursing center is comprised of the advisory and exacutive commitee; the advisory commitee serves consultants and links community needs to the nursing center, while the director of the exacutive commitee identifies the potential resources to generate funds, support, and facilitate the activities of staffs in a nursing center. Nursing centers mobilize various financal resources for reimbursement of services from college and insurance companies, collect minimum service fees from the client, and further collect fees for providing programs to community groups, this also includes membership fees, and donations. The services provided by nursing centers focus on services related to primary prevention, health maintenance & health promotion, direct nursing care for acute & chronic diseases, and holistic care for actual and potential health problems. The client satisfaction for the services was high. Students also showed positive reponses for their clinical experiences and independent working conditions. 2. The degree of knowledge, attitudes, and practices for breast cancer. and an individual's intention to participate in the BSEE program. The subjects of this study were 308 females in K-city in the Republic of Korea. Data were collected using a self-administered questionnaire. The mean age of the respondents was 35.0 years old. Those who already participated in the BSEE were 64.9%, and those who had support and encouragement to practice BSE from significant others were 25.1 %. Clients intent to participate in the BSEE were 37.0%. The mean score of knowledge(2.4 out of 5 points) and practices(1.8 out of 5 points) for breast cancer were quite low, but the mean score of attitudes was relatively positive04.5 out of 20 point) for breast cancer. Those who already had BSEE showed significantly high scores in knowledge(t=6.48, p<0.01), attitudes (t=10.54, p<0.01). and practices(t=57.07, p<0.001) for breast cancer than those who had not participated in the BSEE. In all age groups no intention to participate in the BSEE was higher than who the intention to participate. These findings suggest some strategies should be developed to increase the awareness of breast cancer's early detection.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.514-523
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• 2017

This study examined the effects of work-family spillover on the organizational attachment of female managers. The 4th and 5th data sets of Korean Women Manager Panel Survey established by the Korean Women's Development Institute were merged and the 5th data set for female managers was analyzed. The findings reveal that work-family support relationship is an important factor for strengthening the organizational attachment on the part of female managers. For working women, organizational support and family support is the most significant driving force for retaining their career. Second, negative spillover from family to work rather than that from work to family had a stronger impact on the organizational attachment of female managers. This finding suggests that women are not free from their status in the family, and that conflict relationships originating from the family ha a stronger impact on women's organizational attachment than that generated from work. Third, the third stage model incorporates the interaction terms of work-family spillover and organizational culture. The results showed that the interaction effect alone remains. In particular, family-work positive spillover exerts positive (+) effects on the organizational attachment only if a rational organizational culture is in place. Work-family negative spillover, however, shows negative (-) effects under rational organizational culture. Family-work negative spillover combined with rational organizational culture reinforces the organizational attachment, but has negative (-) effects under traditional organizational culture. The implications might be that women may experience negative family to work spillover, which may weaken their organizational attachment and that a rational organizational culture can reverse the spillover effect and increase the organizational attachment of female managers. No interaction effect of organizational culture appears for work to family negative spillover. A differential effect by the direction of spillover requires further study. In addition, more study will be needed to develop a more integrative model with the relevant variables not included in this study and sub-group analyses will be needed to ascertain the differences within female managers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.7
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• pp.162-174
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• 2017

This study is descriptive research conducted to determine the levels of depression, emotional intelligence, and psychological well-being of nurses employed in small-and medium-sized hospitals, as well as to identify the correlations of these variables, predict factors influencing nurses' psychological well-being, and finally, test the mediating effects of emotional intelligence in the relationship between depression and psychological well-being. The subjects of the study included 336 nurses employed in small-and medium-sized hospitals located in the Daegu-Gyeongbuk region. Using a structured questionnaire, a sample was taken from December 17, 2016 to January 8, 2017. The results that the nurses showed an average level of depression with a mean score of 1.55 points, while their mean scores of emotional intelligence and psychological well-being were above average (3.05 and 3.51 scores, respectively). Depression exhibited negative (-) correlations with emotional intelligence and psychological well-being, whereas emotional intelligence had a positive (+) correlation with psychological well-being. The significant predictors of psychological well-being were found to include sleep hours (${\beta}=0.111$), working department (${\beta}=0.236$), and depression (${\beta}=-0.245$). Moreover, evaluation of the mediating effects of emotional intelligence revealed significant relationships between depression and regulation of emotion (${\beta}=0.527$) and between depression and emotional utilization (${\beta}=0.167$). In conclusion, the work environment and depression were predicted to be major factors influencing psychological well-being, while emotional intelligence was found to be a partially mediating factor. Overall, these results demonstrate that easing depression and improving emotional intelligence can be very positive countermeasures in revitalizing the hospital organization, as well as in ensuring the happiness of individual nurses. Therefore, interventions aimed at improving work environments and easing depression are required to improve nurses' psychological well-being.

• Management & Information Systems Review
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• v.35 no.3
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• pp.37-56
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• 2016

This study verified the effect of occupational value, as felt by new employees working in the food service industry, on turnover intent and also the moderating effect of perceived organizational support between occupational value and turnover intent. The analysis drew out the following results. First, the study verified that, among inherent values, only social commitment had a positive(+) direction of influence on turnover intent, and second, among extrinsic values, only face-saving and stability seeking had a positive(+) direction of influence on turnover intent. Third, as a result of verifying the effect of inherent values on turnover intent according to emotional support, the study revealed that turnover intent increased, as the perception of emotional support increased, on condition that the item, value of knowledge seeking, among inherent values, was perceived highly, On the other hand, if the item, relationship-centered, scored highly among inherent values, then the higher the perception of emotional support, the lower the turnover intent. Fourth, as a result of verifying the effect of extrinsic values on turnover intent according to emotional support, the study revealed that turnover intent decreased, as the perception of emotional support increased, on condition that the value of economic priority, among extrinsic values, was perceived highly. On the other hand, if the item, face-saving, scored highly among extrinsic values, then the higher the perception of emotional support, the higher the turnover intent. Fifth, as a result of verifying the differing effect of inherent values according to methodical support, the study revealed that turnover intent increased as the perception of methodical support increased, if the item, knowledge-seeking among inherent values was perceived highly. Sixth, as a result of verifying the differing effect of extrinsic values according to methodical support, the study revealed that turnover intent decreased as the perception of methodical support increased, if the item, economic priority among extrinsic values was perceived highly. On the other hand, if the item, face-saving, among extrinsic values, was perceived highly, the higher the perception of methodical support, the higher the turnover intent.

• Korean Journal of Social Welfare
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• v.54
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• pp.65-97
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• 2003

This study seeks the countermeasures for the successful organization of the social welfare labor union after examining social welfare workers' cognizance about a labor union and analyzing the major factors affecting their participation in a labor union. An analysis of social welfare workers' cognizance about the social welfare labor union. demonstrates that (1) most social welfare workers have positive opinions about a labor union organization and the participation in a labor union, (2) a great part of workers prefer forming a labor union and a professional organization together in relation to the organization of social welfare workers, and (3) the effective strategies for the organization of a labor union are in the order of the uplift of social welfare workers' consciousness, the constitution of the basic organizations which propel the formation of a labor union, and the preparation of policy countermeasures which attain the supports of clients and citizens. An analysis of factors affecting the participation in a labor union shows that the attitude toward the participation behavior (positive results), subjective norm (specific individuals), subjective norm (social constituent members), and perceived behavior control in the analysis model, male, lower position in officers, and lower educational attainment in democratic characteristics, and lower democratic and professional managements in officers and longer working hours in labor environmental conditions affect positively the participation in a labor union. These results suggest several assignments for the successful organization of the social welfare labor union. First the activities that make social welfare workers recognize the beneficial results bringing about by the participation in a labor union need to be carried out, second strategies that persuade the influential individuals to supports the participation in a labor union need to be developed, third activities that make the social constituent members understand the ethical, professional, and non-productive characteristics of social service works not to be confronted with the organization of a labor union should be pursued, fourth the organizational environments in which social welfare workers can freely participate in a labor union according to their intentions need to be made up, fifth the policy countermeasures which attain the support of social welfare workers, clients and citizens should be developed and carried out, and finally the basic organizations that effectively propel the formation of a labor union need to be constituted.