• Journal of Technology Innovation
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• v.13 no.1
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• pp.193-212
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• 2005

Leader-Member Exchange (LMX) model of leadership has suggested that members within the same work team are differentiated in terms of their level of the quality of leader member relationships. However, the differentiation in leader member relationships has not been examined for its possible team-level effects. In this study, the possible impact of this role differentiation on team members' affective reactions was explored. As hypothesized, teams whose members experienced higher level of LMX tended to have higher overall job satisfaction, organizational commitment, and team efficacy. Contrary to expectation, however, the team-level mean on LMX was not related with team-level variability on LMX. Based on these findings, several theoretical and practical Implications are discussed.

• 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.

• Knowledge Management Research
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• v.13 no.5
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• pp.91-111
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• 2012

The purpose of this study is to investigate the effect of person-organization fit(PO fit) and person-job fit(PJ fit) on positive psychological capital at both team-level and individual-level. Present study intends to confirm the effectiveness through theoretical considerations and empirical analysis of positive organizational behaviors. This is expected to strengthen the basis of positive organizational behavior studies and provide the foundation to integrate positive organizational behavior to the actual organization. In order to test the hypotheses, the data were collected from multiple domestic organizations and composed 47 team-level and 244 individual-level data. For the analysis, hierarchical linear modelling(HLM) were conducted. The results of this study are as follows. PO fit and PJ fit had significant relationships with positive psychological capital at both team-level and individual-level. Also, in the relationship between the attitudes and behaviors of the members and positive psychological capital, the positive psychological capital was found to have significant effect on affective commitment and organizational citizen behaviors. The implications of this study according to the results as follows. Positive relationships of psychological capital with the antecedents and consequences variables, it is necessary for the management to magnify the strength of members in the actual operation at the organization level. Such the management of positive psychological capital can be suggested as a new approach method for achievement of the organization's goals and visions.

• Health Policy and Management
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• v.11 no.3
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• pp.1-30
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• 2001

This study was conducted to evaluate the effectiveness of team system at university hospitals in Korea. Data were collected from administrative and medical support workers at 4 university hospitals through the self-administered questionnaires and analyzed using frequency analysis, t-test, and oneway ANOVA. The results of this study are as follows. First, teams with higher team management characteristics show higher level of quality of work life and performance effectiveness. Second, teams which consist of members with variety background and skills show higher level of quality of work life and performance effectiveness. Third, team which have the higher autonomy, technology variety, job significance, and feedback show higher team effectiveness. Fourth, team which have team leaders with higher leadership score show higher level of quality of work life and performance effectiveness. Fifth, there are differences in team effectiveness in terms of sicio- demographic variables such as average age, position, and tenure of team members, length of team system, and team size. Sixth, the job autonomy of team members and the leadership of team managers have significant effects on the quality of work life variables. Seventh, the leadership of team leaders, job autonomy of members, and individual contact between team managers and members have significant effects on the team performance variables. In conclusion, in order to increase the effectiveness of team system in university hospitals, it is required to consider the characteristics of team management, diversity of team members, the autonomy of team members, the leadership of team manager, and the socio-demographic factors of team members.

• Journal of environmental and Sanitary engineering
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• v.21 no.1 s.59
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• pp.35-43
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• 2006

Formaldehyde is important because of their irritant and toxic properties, mutagenicity and carcinogenicity. In this study, liquid chromatography-mass spectrometry (LC-MS) is used for the analysis of formaldehyde after derivatization with 2,4-dinitrophenylhydrazine (DNPH) cartridge. Analytical parameters such as linearity, repeatability and minimum detection limit were evaluated. The linearity ($r^2$) was 0.9997 when analyte concentration ranges from 25 to $200{\mu}g/l$. The relative standard deviation (%RSD) was 1.25 % for concentration of $200{\mu}g/l$. The minimum detection limit (MDL) was 0.73 ppbv. It was shown that LC-MS method has a great potential for formaldehyde analysis. The results of formaldehyde from the survey of Ban-Woll and Shi-Hwa Industrial Complex samples, the highest level was 6.20, 3.93 ppb, respectively. The highest emission level of formaldehyde at chemical plants in the Ban-Woll' Shi-Hwa Industrial Complex was 5421.25 ppb.

• Design & Manufacturing
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• v.1 no.1
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• pp.33-37
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• 2007

In recent, the demand of high-productivity injection mold increases because of the growth of international packaging market. The increase of productivity leads to the large-sized injection molding machine and peripheral devices. For solving this problem, the stack mold which is based on the existing machine and device is studied in advanced countries actively. In this study, as the preliminary research of stack mold development, the stack mold which has 2 Level ${\times}4$ Cavity is designed and manufactured. Besides, the motion and structural analysis are executed to verify the stability of developed stack mold.

• Knowledge Management Research
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• v.13 no.3
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• pp.105-125
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• 2012

Previous studies have focused on individual and organizational learning. Amid an increasingly complex business environment, a team system designed to improve flexibility and adaptability constitutes the most basic part of an organization. Still, team learning has rarely been discussed. In addition, team learning behavior, despite being an important part of a team process, is often mentioned as a team-level outcome variable. Given that team learning behavior involves constant changes in thinking and behavior, a shared belief among team members is needed in order to positively influence innovative performance of a team. In spite of that, there has been only limited discussion of it. Besides, few domestic studies have dealt with R&D teams that can clearly demonstrate team learning behavior and team innovative performance. This study is an empirical analysis of the impact of team efficacy on team innovative performance and the mediating role of team learning behavior based on materials collected from team leaders and their immediate subordinates in 268 R&D teams. The analysis showed that team learning behavior actually has a positive effect on team innovative performance. Team efficacy also turned out to have a positive influence on team learning behavior. Lastly, the study found that team learning behavior played a mediating role in the relationship between team efficacy and team innovative performance. Based on those results, the study has identified implications and suggested directions for future research.

• Journal of Korean Society for Quality Management
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• v.46 no.2
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• pp.283-300
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• 2018

Purpose: Since the servant leadership of project managers is seemingly related to the project performance by influencing project team members' positive attitude and behavior, this study attempts to provide empirical evidence for a link between servant leadership and project performance. In addition, the present study investigates the mediating effects of customer satisfaction on the servant leadership-project performance relations. Methods: The data of servant leadership and project performance were collected from 185 project team members of a company providing IT service, and customer satisfaction data were collected from 100 project clients served by the company. Before testing the hypotheses, we calculated aggregation statistics(e.g., $r_{wg}$, ICC(1), and ICC(2)) to ensure appropriate aggregation of servant leadership scores. The statistics confirmed the use of 67 team level servant leadership scores with project performance and customer satisfaction. Results: The results show that servant leadership is significantly related to three project performance measures(perceptions of performance contribution and sales contribution, and actual project profits) in the current team-level sample. Results also indicate that the clients' perception of customer satisfaction shows a mediating effect in the process of servant leadership affecting sales contribution of project performance. Conclusion: The present study empirically confirms that servant leadership plays a major role in enhancing project performance on team level analysis. The results suggest that servant leadership increases customer satisfaction since the project managers serve and care for their team members which translate into effective customer service. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• Transactions of the Korean Society of Automotive Engineers
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• v.25 no.3
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• pp.344-349
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• 2017

Suspension noise from under a passenger car is one of the important factors that impact the perceptual quality for drivers. However, it is difficult to validate this by component level testing in the early stage of development, because suspension noise caused by interaction of the related parts has been found at saleable vehicles late during development or at the manufacturing stage, when many customers have already filed for claims. This study proposed a validation testing under research by the DFSS process that enables reproduction of vehicle level noise by component level testing using a shock absorber with the related parts, such as urethane bumper and top mount. This study also developed a compromised test matrix while analyzing the noise factors through experimental design and analysis of variance to determine what factors can affect noise. Based on this study, we expect that the vehicle level and customer claim can be validated during initial development timing by a more reliable component noise validation test.

• Journal of Engineering Education Research
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• v.19 no.1
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• pp.11-20
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• 2016

Team activities in engineering curriculum play the major role in nourishing students with problem-solving and team-working capabilities. Educators endeavor to guide students to achieve success experiences through team activities. The sense of success depends on how the students think and feel about team activities. In this study, we investigated the students thoughts on team activity in various aspects. We provided freshmen and juniors with a set of questionnaire and gathered answers, from which we tried to elicit implication that we may apply for coaching their team activities. The analysis result shows that the perception level of freshmen on team activities is less mature in a sense that the freshmen's view is more neutral than that of juniors. Regardless of the grade, they show that they put more emphasis on the team atmosphere than on the team performance. Especially the freshmen are more sensitive to the relationship between the team members than the juniors. The juniors concern more about whether they prepare well enough for the team activities or not. Both of the grades prefer self-regulation in team formation and think the leadership is essential in performing team activities. However, they both hesitate to take a role as a leader. We expect the research result will provide novel ideas for coaching students to obtain valuable experiences on team activities.