• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.232-271
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• 2000

The introduction of a team system to any organization is usually to improve that organizations dynamics, by increasing the proper adaptation to rapidly changing environments, by reducing approval procedures, and by promoting power authorization. In this regard, this study was carried out in an attempt to determine (1) whether or not the introduction of a team system can be as effective in hospital organizations as it has been in business organizations, and (2) what behavior factors influence such effectiveness. For the current study, questionnaires were distributed to the employees of a university hospital in Pusan. Four hundred eighty three of them(94.7%) were retrieved and analyzed through statistical processes. The three types of variables that were found to influence team effectiveness were: (1) independent variables of team organization characteristics, such as communication, organizational atmosphere, leadership and team knowledge, (2) intervening variables of team organization characteristics. such as job autonomy, technological variety, task subjectivity, task feedback and task importance, and(3) the dependent variables of team level effectiveness, such as job satisfaction and commitment to team organization. The gathered data were processed by using the 6.12 version of the statistical program SAS(Statistical Analysis System), and the reliance coefficient of those measured variables was then evaluated as an average of 0.78. The influence of team level effectiveness was analyzed by using multiple regression analysis. These differences in effectiveness were then analyzed on the basis of related mean values, while the differences among demo-sociological characteristics were analyzed by using the dispersion analysis(ANOVA) and the t-test. The results of the study can be summarized by the following. First, regarding the relationship between team organization characteristics and team level effectiveness, all of the factors including communication, organizational atmosphere, leadership and team knowledge were found to have a significant influence on effectiveness. Second, the factors of team job characteristics, such as technological variety, task importance and job autonomy, had significant effects on job satisfaction and organizational commitment among the teams members. Team level effectiveness was generally high, while team job satisfaction was higher the teams organizational commitment. Third, regarding the demo-sociological characteristics, team level effectiveness was found to be higher among those who were older, who had more job experience, and who had a higher position. Comparing the differences among job types, the effectiveness was relatively higher in the fields of nursing and administration/management then in other fields. Further study should be done towards the setting of variables for characteristics of hospital organization, developing suitable methods of measurement, and researching individual level effectiveness.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.10
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• pp.1687-1700
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• 2010

This study analyzes the effects of leadership by team leaders on team empowerment and the effects of team empowerment on the performance of team members in fashion companies. A survey was conducted from May 1 to June 30 in 2010. The data were collected from team members in fashion companies in the Seoul metropolitan area and 670 respondents were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. As a result, the leadership of the team leaders was classified by the contingent reward, individualized consideration, intellectual stimulation, charisma, and exceptional management. Team empowerment was classified by the team potency, team autonomy, team impact, and team meaning. The performance of team members were classified by the job accomplishment, job satisfaction, and job commitment. The intellectual stimulation and charisma leadership influenced team empowerment in fashion companies; in addition, the team potency, team impact, and team meaning influenced the performance of team members in fashion companies.

• Journal of Korea Technology Innovation Society
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• v.15 no.2
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• pp.421-442
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• 2012

Many studies have been published on the relationship between project management styles and project performance. In recent researches, it is argued that project management styles should be different based on project characteristics and these project characteristics may have an effect on the relationship between project management styles and project performance. However, there are few empirical studies covering these issues. In this study, we examined the effect of project characteristics (i.e., degree of newness) on the relationship between project management styles (i.e., team autonomy, internal and external communication, individualism orientation) and project performance. The empirical results using 78 government sponsored R&D projects showed that team autonomy has a stronger positive effect on project performance as project newness becomes higher. In addition, as project newness becomes higher, internal communication showed a stronger positive effect on project performance, while external communication had a stronger negative effect.

• Journal of Engineering Education Research
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• v.18 no.3
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• pp.13-23
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• 2015

This paper attempts to take an in-depth study of the importance of teams and their creativity according to changes of recent design paradigm in engineering and to draw conclusions of the sub-domains and their element extraction. For this purpose, theoretical consideration was reviewed to present the definition of creativity and its sub-domains and elements. Besides, the two steps of expert validation test were conducted to extract the definition of creativity and its sub-domains and elements. The team creativity is defined as a team ability to come up with fresh and useful ideas and to lead them to get meaningful results through cooperative interactions among team members to solve problems given to them based on each member's creativity. Totally, 4 subs -domains and 16 sub-elements were extracted to get to know their influence on the team creativity. This includes a team size, characteristics of team members, and a team structure in team organization domain. To evaluate team atmosphere, elements such as sensibility, fellowship, teamwork, reliability, autonomy and open minded feature are included. In the team activity domain, strategies for solving problems, activities for divergent thinking, activities for convergence thinking and team interaction are included. Also, the sub-domain for team management includes a task, process and conflict management.

• Industry Promotion Research
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• v.8 no.3
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• pp.37-50
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• 2023

The purpose of this study is to study the impact of knowledge sharing behavior, self-efficacy, team collaboration, and job autonomy on organizational innovation among the smart work characteristic factors for members of small and medium-sized venture companies, and to study the differences according to generation/digital literacy level. It is to provide implications so that it can be reflected in the organizational innovation of venture companies. As a result of the analysis, it was found that knowledge sharing behavior and team collaboration had an effect on organizational innovation, while self-efficacy and job autonomy did not affect organizational innovation. In addition, as a moderating effect, it was confirmed that there were differences in self-efficacy and team collaboration according to the level of digital literacy, and differences in knowledge sharing behavior, self-efficacy, and team collaboration by generation. Therefore, in this study, we identified important influencing factors for organizational innovation according to changes in the smart work environment of small and medium-sized venture companies, and suggested ways to secure corporate competitiveness. It suggests that organizational innovation can be strengthened only by confirming the relationship between organizational innovation and finding ways to develop and utilize differentiated capabilities.

• The Journal of Korean Academic Society of Nursing Education
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• v.23 no.4
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• pp.474-485
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• 2017

Purpose: The purpose of this study was to identify a causal relationship among major satisfaction, career decision autonomy, and career search behavior of nursing college students in clinical practice experience. Methods: Data were collected using a self-reported questionnaires from 197 nursing students in S city from December 1 to 23, 2016. These were then analyzed by descriptive statistics, ANOVA, t-test, Pearson correlation coefficient, and multiple regression using SPSS/PC+ program. Results: The results suggest that major satisfaction was correlated with career decision autonomy; likewise, major satisfaction was correlated with career search behavior. The factors influencing career search behavior were grades and major satisfaction. Conclusion: It is necessary to develop a learning method considering interest and aptitude to increase the satisfaction of the major and to apply the various programs to understand the self and the work environment so as to determine how desirable the course will be.

• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.338-348
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• 2016

Purpose: The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance. Methods: Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires. Results: For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity. Conclusion: The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.

• Journal of Korea Game Society
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• v.6 no.3
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• pp.13-22
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• 2006

Games such as sports, RTS, RPG, which teams of players play, require advanced artificial intelligence technology for team management. The existing artificial intelligence enables an intelligent agent to have the autonomy solving problem by itself, but to lack interaction and cooperation between agents. This paper presents "Level Unified Approach Method" with effective role allocation and autonomy in multiagent system. This method allots sub-goals to agents using role information to accomplish a global goal. Each agent makes a decision and takes actions by itself in dynamic environments. Global goal of Team coordinates to allocated role in tactics approach. Each agent leads interactive cooperation by sharing state information with another using Databoard, As each agent has planning capacity, an agent takes appropriate actions for playing allocated roles in dynamic environments. This cooperation and interactive operation between agents causes a collision problem, so it approaches at tactics side for controlling this problem. Our experimental result shows that "Level Unified Approach Method" has better performance than existing rental approach method or de-centralized approach method.

• The Journal of the Korea Contents Association
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• v.11 no.4
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• pp.404-413
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• 2011

The research for the regional identity including relationships with professional sport team was caused by local autonomy system and localism. This study was to verify structural relationships among regional identity, team identification and re-attend intention of professional soccer spectators. Data were collected from spectators of professional soccer game in 'D' metropolitan city. Using purposive sampling method, a total of 397 samples were used for analysis. The statistical techniques for data analysis were descriptive analysis, frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis, and structural equation modeling by SPSS 15.0 and AMOS 7 programs. The results of this study were that regional identity have a positive effects on team identification. Also, team identification have a positive effects on re-attend intention. Theoretical and practical implications and future research directions were provided.

• Korean Journal of Agricultural Science
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• v.48 no.3
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• pp.617-627
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• 2021

In the field of on-road motor vehicles, the level for autonomous driving technology is defined according to J3016, proposed by Society of Automotive Engineers (SAE) International. However, in the field of agricultural machinery, different standards are applied by country and manufacturer, without a standardized classification for autonomous driving technology which makes it difficult to clearly define and accurately evaluate the autonomous driving technology, for agricultural machinery. In this study, a method to classify the autonomy levels for autonomous agricultural machinery (ALAAM) is proposed by modifying the SAE International J3016 to better characterize various agricultural operations such as tillage, spraying and harvesting. The ALAAM was classified into 6 levels from 0 (manual) to 5 (full automation) depending on the status of operator and autonomous system interventions for each item related to the automation of agricultural tasks such as straight-curve path driving, path-implement operation, operation-environmental awareness, error response, and task area planning. The core of the ALAAM classification is based on the relative roles between the operator and autonomous system for the automation of agricultural machines. The proposed ALAAM is expected to promote the establishment of a standard to classify the autonomous driving levels of self-propelled agricultural machinery.