• 아동학회지
• /
• 제34권5호
• /
• pp.115-126
• /
• 2013

The purpose of this study was to investigate the relationship between self-differentiation and covert narcissism with organization citizenship behavior on the part of teachers in childcare centers. The subjects consisted of 522 teachers who worked in childcare centers in Daegu and Gyeongbuk Province. The data collected were analyzed by means of Pearson's correlation, and hierarchical regression, using SPSS Win 19.0. The results were as follows. (1) Self-differentiation was positively associated with organization citizenship behavior. However when covert narcissism was operating as control, self-differentiation was not associated with organization citizenship behavior. (2) Covert narcissism was negatively associated with organization citizenship behavior. (3) Between both covert narcissism and self-differentiation, only covert narcissism was associated with organization citizenship behavior. (4) There were observable interactional effects between self-differentiation and covert narcissism to organization citizenship behavior.

• 융합경영연구
• /
• 제9권4호
• /
• pp.19-30
• /
• 2021

Purpose: This study aimed to examine how a superior employee's ethical leadership affects members' innovative behaviors, mainly on organization-based self-esteem. It also aimed to verify the mediating effect of organization-based self-esteem in the process that ethical leadership affects members' innovative behavior in distribution-related organizations. Research design, data and methodology: After collecting materials from companies' executives and staff members in distribution-related organizations located in Seoul, South Korea, a research hypothesis was analyzed. Results: A superior employee's ethical leadership affects a positive (+) effect on innovative behaviors of the organization's members and the study confirmed that the relation of this effect was mediated by organization-based self-esteem. It means that the possibility that an organization's members will do innovative behaviors will be increased if a leader conducts ethical leadership. It also means that a leader with ethical leadership enables an organization's members to pay attention all the time and be awake for their work environment. Conclusions: The result of this study discusses how ethical leadership affects innovative behaviors of an organization's members from the perspective of organization-based self-esteem and has a theoretical implication that it has empirically examined it. More importantly, it has a theoretical implication because it verified how this effect was made using organization-based selfesteem and flexible human resource management.

• Journal of Information Technology Applications and Management
• /
• 제23권2호
• /
• pp.29-59
• /
• 2016

These days, the business environment such as Information Technology (IT) is rapidly changing, and organizations are consistently trying to change themselves for the survival and success under the changing environment. In this situation, change management is very important because it draws the change behaviors of organization members for the success of organizational change. The purpose of this study is to investigate the effect of the organization members' psychological factors on the performance of the acquisition of new IT, which is one of the most important organizational change. Based on previous studies in the area of organizational change, organization members' resistance to change, self-congruity theory, change activities and organizational performance, the research model is developed for validating the effect of organization members' self-congruity on the performance of the acquisition of new IT. Statistical analyses show that self-congruity has a significant effect on the change activities. In particular, private self-congruity has more impact on the change activities than public self-congruity. In addition, self-leadership, rewards and recognitions, and the diffusion of change activities have significant effects on job satisfaction. Self-leadership has a significant effect on organizational commitment.

• 지역연구
• /
• 제11권2호
• /
• pp.99-109
• /
• 1995

This paper first introduces the concept of image as a key factor in recognition, and city identity as the dominant image of a region which is commonly possessed by individuals living and working in the region. Then, the new approach toward planning, the notion of self-organization associated with images and positive feedback mechanisms in terms of city vitalization, is discussed. Thirdly, carrying out the case study of a process in which Iida City in Japan has acquired a city identity as a puppet drama town, we present four stages in planning for city identity four stages and discuss the phenomena of city image self-organization. Finally, it is pointed out that multimedia are effective measures for the promotion of self-organization of city images, and that the role of local governments is very important in city planning to support the self-organization of cities.

• Journal of Computing Science and Engineering
• /
• 제9권4호
• /
• pp.163-176
• /
• 2015

Self-organization of distributed wireless sensor nodes is a critical issue in wireless sensor networks (WSNs), since each sensor node has limited energy, bandwidth, and scalability. These issues prevent sensor nodes from actively collaborating with the other types of sensor nodes deployed in a typical heterogeneous and somewhat hostile environment. The automated self-organization of a WSN becomes more challenging as the number of sensor nodes increases in the network. In this paper, we propose a dynamic self-organized architecture that combines tree topology with a drawn-grid algorithm to automate the self-organization process for WSNs. In order to make our proposed architecture scalable, we assume that all participating active sensor nodes are unaware of their primary locations. In particular, this paper presents two algorithms called active-tree and drawn-grid. The proposed active-tree algorithm uses a tree topology to assign node IDs and define different roles to each participating sensor node. On the other hand, the drawn-grid algorithm divides the sensor nodes into cells with respect to the radio coverage area and the specific roles assigned by the active-tree algorithm. Thus, both proposed algorithms collaborate with each other to automate the self-organizing process for WSNs. The numerical and simulation results demonstrate that the proposed dynamic architecture performs much better than a static architecture in terms of the self-organization of wireless sensor nodes and energy consumption.

• Structural Engineering and Mechanics
• /
• 제63권2호
• /
• pp.237-249
• /
• 2017

The Self-Organization Feature Map as an unsupervised network is very widely used these days in engineering science. The applied network in this paper is the Self Organization Feature Map with constant weights which includes Kohonen Network. In this research, Reinforced Concrete Shear Wall buildings with different stories and heights are analyzed and a database consisting of measured fundamental periods and characteristics of 78 RC SW buildings is created. The input parameters of these buildings include number of stories, height, length, width, whereas the output parameter is the fundamental period. In addition, using Genetic Algorithm, the structure of the Self-Organization Feature Map algorithm is optimized with respect to the numbers of layers, numbers of nodes in hidden layers, type of transfer function and learning. Evaluation of the SOFM model was performed by comparing the obtained values to the measured values and values calculated by expressions given in building codes. Results show that the Self-Organization Feature Map, which is optimized by using Genetic Algorithm, has a higher capacity, flexibility and accuracy in predicting the fundamental period.

• 한국콘텐츠학회논문지
• /
• 제10권10호
• /
• pp.326-333
• /
• 2010

본 연구는 세무공무원들의 셀프리더십이 임파워먼트와 조직몰입에 미치는 영향관계를 규명함으로써 인적자원관리의 유효성을 증진시키고 효율적인 조직관리를 위한 시사점을 제공하는데 그 목적이 있었다. 분석결과, 세무공무원들의 셀프리더십(행동지향 전략, 자연보상전략, 건설적사고전략)이 증가될수록 임파워먼트에 긍정적인 영향을 미치고, 임파워먼트가 높을수록 조직몰입도가 높아져 조직성과를 높일 수 있고 업무수행의 효율성을 높일 수 있다는 것을 알 수 있었다. 이는 구성원들이 과세실적향상을 위해 자신의 과세업무활동에 대해 스스로 활동목표를 설정하고 목표를 달성하기 위해 행동하고 남들보다 열심히 하겠다는 낙천적이고 건설적인 사고를 가지고 업무에 임하는 결과로서, 조직성과를 극대화시키기 위해서는 세무공무원자신이 업무의 가치와 의미 및 중요성을 스스로 찾아 인식하고 업무수행에 필요한 지식과 능력을 충분히 갖추어 조직의 목표달성과 업무영역에서 영향력과 통제를 발휘하고 스스로 결정하는 자기결정력을 키워야 조직몰입의 수준을 높일 수 있을 것으로 판단된다.

• 디지털산업정보학회논문지
• /
• 제15권3호
• /
• pp.207-223
• /
• 2019

This study aims to explore the casual relation between construction company employees' Self-Leadership and two variables: Organization Citizenship Behaviour and Organizational Trust through Psychology Empowerment. To explain in details, this study examines how the independent variable, Self Leadership, with its behavior-focused, natural reward and constructive thought pattern strategies, affects the dependent variable, Organization Citizenship Behavior and Organizational Trust through the intervening variable, Psychology Empowerment. A survey was conducted on current employees of construction companies in metropolitan areas to empirically examine the research model. The result of study hypothesis on Self-Leadership is as follows; first, Self-Leadership showed a positive effect on Psychology Empowerment, Organization Citizenship Behaviour and Organizational Trust. Second, Psychology Empowerment showed a positive effect on Organization Citizenship Behaviour. Third, Psychology Empowerment showed a positive effect on Organizational Trust. The capacity of individuals is critical when it comes to competitiveness of construction companies. When employees willingly participate in building trust within the company, the work place will become more and more constructive; based on trust, efficiency will increase because people from different processes can work together and performance will also improve even when project managers are absent because others could help their role instead, thus driving more efficient human resource management to the company. To conclude, a company's vision can be spread wide and far when their employees engage themselves in Learning Organization with Self Leadership. They will also be satisfied with their work through improving interpersonal relationship at work.

• 간호행정학회지
• /
• 제12권1호
• /
• pp.151-158
• /
• 2006

Purpose: This study was undertaken in order to suggest self-leadership as a way to promote organization efficiency of nursing organization. So the relation between self-leadership and outcome of nursing practice in organization was studied. Method: The subjects of study were nurses as a population who were working for the 2 of university hospitals which have over 500 beds in Kyong Ki Province as well as who have been working for over 6 months. The data was collected by questionnaires from 215 nurses and analyzed using descriptive statistics, perason correlation coefficient, t-test and ANOVA on SAS Program. Results: Self-leadership of nurse got 3.51 grade out of 5 as a mean point. Each of the segments got 3.74 in self-compensation, 3.57 in self-expectation, 3.53 in goal-setting, 3.45 in rehearsal, 3.37 in self-criticism and 3.30 in constructive thinking in order. Independent performance of nursing practice at each items of outcome of nursing practice showed the highest correlations with the self-expectation among self-leadership segments. Constructive thinking, self-compensation, rehearsal, goal-setting were related like this in order, but self-criticism was related just a little. Dependent nursing practice has the highest correlation with the self-expectation, goal-setting, rehearsal, constructive thinking, self-compensation were similar as aboves in order, but self-criticism didn't show any similar correlations. Relationship practice has the highest correlation with the self-expectation, and goal-setting, constructive thinking, self-compensation, rehearsal were similar, while self-criticism did not show any correlations. Conclusion: In conclusion the result was obtained that self-leadership is much correlated with outcome of nursing practice. Therefore, as a way to promote efficiency of nursing organization, the constant study about self-leadership with the various aspects is needed focusing on self-management and inner motivation as a new leadership paradigm.

• Safety and Health at Work
• /
• 제11권4호
• /
• pp.397-404
• /
• 2020

Background: Most job exposure matrices (JEMs) have been developed for chemical and physical hazards in the United States (US). In addition, the overall validity of most JEMs of work organization hazards using self-reported data in the literature remains to be further tested due to several methodological weaknesses. Methods: This paper aims to review important methodological issues with regard to a JEM of work organization hazards using self-report data and to present a research protocol for developing a four-axis (job titles, hazards, sex, and time) JEM of major work organization hazards using the US General Social Survey-Quality of Work-Life (GSS-QWL) data (2002-2018; N = 7,100 workers). Results: Five methodological weaknesses in existing JEMs of work organization hazards using self-report data were identified: having only two axes (hazard and occupation), using psychometrically weak items and scales, including scales having little interoccupational variability, unresolved optimal minimum numbers of subjects per occupation, and low accessibility. The methodological weaknesses were successfully addressed in the proposed research protocol. Conclusion: The work organization JEM to be developed will significantly facilitate and strengthen occupational epidemiological studies on work organization hazards and major health outcomes, improve national and occupational surveillance of work organization hazards, and promote interventions for a healthy work environment in the US.