• Journal of dental hygiene science
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• v.15 no.5
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• pp.650-658
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• 2015

The purpose of this study was to determine the effects of dental hygienists' leader-member exchange (LMX) and empowerment on organizational performance, improve human resource management in their organization and their job satisfaction and organizational commitment, and provide basic data that could help improve organizational performance. A survey was conducted in 324 dental hygienists at dental care institutions in Ulsan, Busan, and Daegu from March 2 to 31, 2015 and the following results were obtained: Dental hygienists at dental hospitals had higher levels of LMX than those at dental clinics; those who were at higher positions, who were older, and who were more educated showed higher levels of empowerment. There was significant, positive correlation between LMX and empowerment and job satisfaction and organizational commitment: dental hygienists with better LMX and higher levels of empowerment showed higher levels of job satisfaction and organizational commitment. For dental hygienists, significance (${\beta}=0.325$, p<0.001) exerted the greatest impact on job satisfaction, followed by organizational commitment (${\beta}=0.264$, p<0.001) and competence (${\beta}=0.164$, p<0.01) and LMX (${\beta}=0.321$, p<0.001) had the greatest impact on organizational commitment, followed by job satisfaction (${\beta}=0.275$, p<0.001) and significance (${\beta}=0.210$, p<0.001).To put the results together, dental hygienists in dental care practice had their job satisfaction and organizational commitment affected by LMX and empowerment; therefore, it is necessary to develop diverse education programs with the objective of promoting mutual exchange between a manager of dental hygienists' team and members and improving empowerment.

• Knowledge Management Research
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• v.9 no.4
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• pp.127-142
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• 2008

최근 조직 내 정보시스템이 제공하는 지식과 정보에 대한 공유와 교환이 더 이상 성공적이라고 판단되지 않음에 따라 그 대안으로써 가상공동체(Virtual Community)가 주목받고 있다. 그러나, 가상공동체에서 살아있는 지식과 정보의 공유를 위해서는 공동체 안의 구성원인 리더와 구성원(팔로워) 들의 상호작용을 통한 몰입이 매우 중요하다는 인식이 확산되었다. 그러나, 이러한 몰입에 영향을 주는 리더-구성원 간의 영향관계는 충분히 연구된 바 없다. 이에 본 연구는 가상공동체에서 리더의 리더십 스타일과 팔로워의 특성 그리고 이들 간의 동기와 신뢰가 가상공동체의 몰입에 미치는 인과관계에 대해 분석하고자 하였다. '지각된 리더의 배려'로 측정된 '서번트 리더십'과 '지각된 리더의 조직지향'을 통해 측정된 '변혁적 리더십'이 구성원의 팔로워십과 동기, 리더와 조직에 대한 신뢰에 어떠한 영향을 미치는지 460명의 가상공동체 구성원을 통해 실증적으로 분석하였다. 분석결과 서번트 리더십과 구성원의 팔로워십 특성이 구성원의 몰입에 있어서 중요한 역할을 수행함을 알 수 있었다.

• Korean Institute of Interior Design Journal
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• no.30
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• pp.42-50
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• 2002

This research deals with a new concept regarding creative enlargement in order for useful space composition. Architecture, through interior design case analysis has given birth to a new concept and inspiration altering interior designer's perspectives on the future environment. Focusing exclusively on those offices that express in design terms a commitment to such concepts as team-Working, just-in-time Working, virtual and mobile working and those using the newest technological tools and the latest space-planning concepts available. Emphasis is placed on how an office environment can be designed to encourage group working, the sharing of knowledge, a spirit of community within larger organizations, and non-territorial working-employees that work where and how they want supported by cordless technologies.

• Proceedings of the National Institute of Ecology of the Republic of Korea
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• v.3 no.3
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• pp.187-189
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• 2022

Nationalism can solidify national unity and ideology but sometimes causes conflicts in human societies. Interestingly, it affects tiger conservation as well. Collaborative efforts are imperative for tiger conservation due to their vast home ranges which cross political boundaries and the limited financial resources. However, tiger states have not shown substantial commitment to collaboration. The nationalism that is entrenched in tiger conservation provides a credible explanation for this passive collaboration among nations. One type of nationalism occurs within a country by favoring one particular subspecies over another. The other type of nationalism occurs when former range countries want tigers. Instead of contributing to saving tigers in current habitats, they are eager to bring tigers back to their political boundaries regardless of the tremendous financial resources required and the lower chance of success. Considering nationalism in tiger conservation, tigers, just like humans, may need a passport for a better chance to survive.

• Quality Improvement in Health Care
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• v.4 no.1
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• pp.50-63
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• 1997

Background : A pressure sore was defined as any skin lesion caused by unrelieved pressure and resulting in damage to underlying tissue. The health care institutions in the United States were reported the incident rate of pressure sores ranging from 6 to 14 %. Intensive Care Unit needed highest quality of care has been found over 40% incidence rate of pressure sore. Also, Annual expenditures for the care of pressure sores in patients in the United States have been estimated to be $7.5 billion; furthermore, 50 percent more nursing time is required to care for patients with pressure sore in comparison to the time needed to implement preventive measures against pressure sore formation. However, In Korea, there were little reliable reports, or researches, about incidence rates of pressure sore in health care institution including intensive care unit and about the integrated approach like CQI action team for risk assessment, prevention and treatment of pressure ulcers. Therefore, this study was to develop pressure sore risk assessment tool and the protocol for prevention of pressure sore formation through CQI action team activities, to monitor incident rate of pressure sore and the length of sore formation for patients at high risk, and to approximately estimate nursing time for sore dressing during research period as the effect of CQI action team. Method : CQI action team in intensive care unit, launched since early 1996, reviewed the literature for the standardized risk assessment tool, developed the pressure sore assessment tool based on the Braden Scale, tested its validity, compared on statistics including incidence rate of pressure sore for patients at high risk. Throughout these activities, CQI action team was developed the protocol, called as St. Marys hospital Intensive Care Unit Pressure Sore Protocol, shifted the emphasis from wound treatment to wound prevention. After applied the protocol to patients at high risk, the incident rate and the period of prevention against pressure development were tested with those for patients who received care before implementation of protocol by Chi-square and Kaplan-Meier Method of Survival Analysis. Result : The CQI action team found that these was significant difference of in incidence rate of pressure sores between patients at high risk (control group) who received care before implementation of protocol and those (experimental group) who received it after implementation of protocol (p<.05). 25% possibility of pressure sore formation was shown for the patients with 6th hospital day in ICU in control group. In experimental group, the patients with 10th hospital day had 10% possibility of pressure sore. Therefore, there was significant difference(p<.05) in survival rate between two groups. Also, nursing time for dressing on pressure sore in experimental group was decreased as much as 50% of it in control group. Conclusion : The collaborative team effort led to reduced incidence, increased the length of prevention against pressure sore, and declined nursing care times for sore dressing. However, there have had several suggestions for future study. The preventive care system for pressure sore should be applied to patients at moderate, or low risk throughout continuous CQI team activities based on Bed Sore Indicator Fact Sheet. Hospital-wide supports, such as incentives, would be offered to participants for keeping strong commitment to CQI team. Also, Quality Information System monitoring incidents and estimating cost of poor quality, like workload (full time equivalence) or financial loss, regularly in a hospital has to be developed first for supporting CQI team activities as well as empowering hospital-wide QI implementation. Being several limitations, this study would be one of the report cards for the CQI team activities in intensive care unit of an acute hospital and a trial of quality improvement of health care in Korea.

• The Journal of the Korea Contents Association
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• v.20 no.2
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• pp.626-635
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• 2020

Recently, there have been active discussions of inclusiveness orientation. Thus, this study aimed to verify the influences of diversity management on the perceived performance and organizational commitment after paying attention to the diversity of human resources. For this, this study conducted a direct survey targeting the members of a research institution funded by the government. From May 2nd 2018 to July 2nd 2018, total 200 questionnaires were distributed through direct visit or department heads/team leaders, and then total 191 questionnaires were used for the final analysis. The questionnaires were sent to 200 members of the national research institutions funded by the government from May 2nd to July 2nd, and then 191 were collected and used for the analysis in this study. As the results of this study verified the positive influences of diversity management on organization, it would be necessary to verify the managerial effectiveness of diversity management by considering the concrete indexes of diversity management and verifying the influences of other performance variables. Due to the necessity to cope with the diversified characteristics of human resources, it would be needed to establish the alternative in the level of public organization or proper management.

• Journal of Distribution Research
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• v.16 no.3
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• pp.77-104
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• 2011

As business marketers placed greater emphasis on building long-term relationships, trust has assumed a central role in the development of marketing theory(Dwyer, Schurr, and Oh 1987; Mogan and Hung 1994) and practice(Dertouzos, Lester, and Solow 1989). Marketing research on trust primarily focuses on two targets of trust: supplier firms and their salesperson. Trust of firm and trust of salesperson, though related, represent different concepts(Doney and Cannon 1997). Also, the definition of trust proposed by Ganesan(1994) reflects two distinct components: (1) credibility, which is based on the extent to which the buyer believes that the seller has the required expertise to perform the job effectively and reliably and (2) benevolence, which is based on the extent to which the buyer believes that the seller has intentions and motives beneficial to the buyer when new conditions arise, conditions for which a commitment was not made. The existing marketing research focuses on how trust of a firm and its salesperson has a differential effects on loyalty. However, these extant research pays little attention to the moderating effects that explicitly examine how two trust dimensions of salesperson(credibility and benevolence) affects loyalty of firm. The purpose of this study is to provide new insight into boundary conditions(individualism and industry type) that credibility and benevolence influences loyalty.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.1
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• pp.95-107
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• 2013

Purpose: The purpose of this study was to examine the effectiveness of Action Research (AR) approach in nursing. Methods: Participants were 64 perioperative nurses recruited from C hospital in Gwangju, Korea. The nurses were engaged in the project through 2 cycles of planning, acting, observing, and reflecting. A mixed-methods design was used to examine changes in participants and their knowledge management practice. Quantitative data were analyzed using SPSS 20.0 program and qualitative reflection data underwent content analysis. Results: During the project, participants developed standardized pre-operative checklists and opened an Internet Cafe to better manage their perioperative nursing information. At the end of the project, there was a significant increase in nurses' knowledge management (p=.015) and the rate of surgical material prescription errors decreased from 8.0% to 2.9%. Core AR project team members' teamwork skills and organizational commitment increased significantly (p=.040, p=.301, respectively). The main themes that emerged from the qualitative data were learning how to solve problems in practice, facilitating team activities through motivation, barriers of large participation, and rewarded efforts and inflated expectations. Conclusion: The AR project contributed to empowering participants to solve local problems. AR is a useful methodology to promote changes in practices and research participants.

• Korean Journal of Labor Studies
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• v.19 no.1
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• pp.65-104
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• 2013

This study aims to examine the intermediary roles of employee performance between high performance work system (HPWS) and its operational performance on the resource based view. Taking into account the unit of analysis, this study used a hierarchical linear modeling analysis in order to test rigorously the association between HPWS at the organisational level and employee performance at the individual level. For this empirical test, Human Capital Corporate Panel (HCCP) data including 316 firms and 7,872 respondents (including 923 team leaders) were used. To meet the unit of analysis and test the mediation effect, data at the individual and team level were aggregated into the organisational level. The empirical results show that HPWS have a positive impact on operational performance as well as employee performance such as job satisfaction, organisational commitment and organisational trust. Regarding the mediation effect, job satisfaction and organisational trust mediate between HPWS and operational performance. Theoretical implications are discussed in conclusion.

• Journal of dental hygiene science
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• v.24 no.1
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• pp.29-36
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• 2024

Background: This study aimed to investigate whether there is a difference in organizational member attitudes by workplace environment and workplace types in dental hygienists working at dental health centers. Methods: A face-to-face survey or online survey was administered to dental hygienists working at dental health centers, and a total of 95 subjects were included. The survey includes 13 items to ask factors affecting employee's job satisfaction. Also, some questions were included to assess perception of organizational member attitude: five about organizational citizenship behavior, two about innovative behavior, and four about organizational commitment. Results: Dental hygienists working at dental clinics were more satisfied with their incomes and numbers of working days, while those from dental university hospitals and general hospitals were more satisfied with education support. In addition, hygienists working at dental hospitals were more satisfied with job autonomy, individual work capability, safe working environment, personal relation, potential for personal development, and positive labor-management relations, compared to those working at general and university hospitals (p<0.05). Among the items about perception of organizational member attitudes, the scores of items about organizational citizenship behaviors were higher, whereas the scores of items about innovative behaviors were relatively lower. Individuals working at dental hospitals than those working at general and university hospitals, chiefs and team and department leaders than team members, and those with increased satisfaction with current workplace had more positive perception of organizational member attitudes. Conclusion: For dental hygienists to have positive attitudes as organizational members, working environment should be improved, and executives of dental healthcare centers should pay attention to improving job satisfaction of organizational members. Moreover, since dental hygienists need to improve their perception of innovative behaviors and citizenship behaviors to strengthen specialty of dental hygienists in a changing dental healthcare, relevant training should be addressed in refresher courses or school programs.