• Journal of Home Health Care Nursing
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• v.29 no.1
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• pp.40-49
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• 2022

Purpose: This study aimed to analyze the effects of fatigue, resilience, and self-leadership on nursing service quality of local medical center nurses who nursed COVID-19 patients. Methods: The participants were 135 nurses who worked at regional public hospitals located in H-gun, G, and C-city in province C. The collected data were analyzed using descriptive statistics, t-test, analysis of variance (ANOVA), Pearson's correlation coefficients, and stepwise multiple regression using IBM SPSS Statistics version 25. Results: The participants' nursing service quality showed significant positive correlation with resilience (r=.53, p<.001), and self-leadership (r=.60, p<.001). The factors affecting participants' nursing service quality were commitment to self-leadership (β=.57, p<.001) and work position (chief nursing officer) (β=.26, p<.001), which explained 42% of the participants' nursing service quality. Conclusion: During a crisis such as the COVID-19 pandemic, it is necessary to help nurses enhance their self-leadership skills and build their career continuously by developing relevant policies, systems, and nursing intervention programs. Future studies could expand the knowledge base by including more participants to explore other ways to improve nursing service quality during the COVID-19 pandemic.

• Journal of Korean society of Dental Hygiene
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• v.22 no.4
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• pp.259-272
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• 2022

Objectives: To identify the factors influencing the turnover intention of registered South Korean dental hygienists and analyze the effect sizes. Methods: Overall, 54 studies based on criteria of PICO from 1 January 2000 to 11 January 2022 were extracted. The factors related to turnover intention were applied to the ecological system theory and categorized. Subsequently, the effect size of the correlations was comprehensively meta-analyzed by dividing it into protective and risk factors depending on the negative or positive correlation direction. Results: For the overall effect size, the protective factor (ES_r=-0.458) was higher than the risk factor (ES_r=0.352). In the protective factors, organizational commitment and perceived organizational support belonging to the microsystem yielded the largest effect size. Furthermore, as for risk factors, burnout, job stress, work harassment, role conflict, and emotional labor belonging to the microsystem showed a moderate effect size. Conclusions: Factors belonging to the microsystem demonstrated a large effect size in both protection and risk factors for dental hygienists' turnover intention. Additionally, the factor showing the largest effect size was protective factor categorized into a microsystem.

• The Journal of the Korea Contents Association
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• v.6 no.12
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• pp.50-58
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• 2006

The mutual exclusion (MX) paradigm can be used as a building block in many practical problems such as group communication, atomic commitment and replicated data management where the exclusive use of an object might be useful. The problem has been widely studied in the research community since one reason for this wide interest is that many distributed protocols need a mutual exclusion protocol. However, despite its usefulness, to our knowledge there is no work that has been devoted to this problem in a mobile computing environment. In this paper, we describe a solution to the mutual exclusion problem from mobile computing systems. This solution is based on the token-based mutual exclusion algorithm.

• The Journal of Industrial Distribution & Business
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• v.14 no.11
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• pp.19-25
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• 2023

Purpose: Prior studies regarding ethical management on worker's performance have primarily focused on specific industries or regions, potentially limiting the generalizability. This gap in knowledge underscores the need for a comprehensive investigation that considers a diverse range of industries and thoroughly examines the multifaceted aspects of ethical management. Research design, data and methodology: The academic search platform used for this study was 'Google Scholar', 'Scopus', and 'Web of Science' indexes various scholarly articles, including peer-reviewed journals and books. By utilizing specific search terms such as "corporate ethical management" and "employee performance," a vast pool of relevant studies was identified. Results: The findings indicated four effects: first, a positive correlation between ethical management practices and heightened employee motivation and engagement; second, an augmentation in organizational commitment and job satisfaction among employees; third, a reduction in turnover rates, indicating enhanced employee retention; and fourth, an elevation in overall productivity and performance outcomes. Conclusions: In sum, this study offers actionable insights, advocating for adopting and reinforcing ethical management strategies as a potent means to foster a high-performance work culture. These encompass fostering a robust ethical framework, cultivating a culture of transparency and open communication, and providing avenues for employees to voice ethical concerns without fear of retribution.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.32 no.1
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• pp.109-121
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• 2024

The college age is an important developmental stage for achieving personal growth through interaction with people. In this study, we analyze the impact of the level of nunchi awareness on the interpersonal skills and learning outcomes of college students majoring in aviation services. For analysis, a survey is conducted targeting college students majoring in aviation services attending universities in the metropolitan and Chungcheong areas. To test the research hypothesis, demographic characteristics are identified based on the questionnaire, the reliability and validity of the measurement items were verified, and structural equation model analysis was performed to verify the hypothesis. The analysis results are as follows. First, nunchi behavior, which is a sub-factor of nunchi recognition among college students in the Department of Aviation Service, is found to have a positive (+) effect on temperament of others, communication, and relationship promotion of interpersonal skills. However, the significance of the influence relationship between nunchi perception factors and interpersonal skills is not confirmed. Second, among the sub-factors of interpersonal skills, only temperament with others and communication are found to have a positive effect on major commitment. Based on the research results, we aim to present practical strategies for designing effective major learning and developing competencies related to the work environment.

• Korean Security Journal
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• no.33
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• pp.103-135
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• 2012

The object is that this research searches the relationship of the office given condition actual condition of the country important facility private security guard and job satisfaction degree. In order to grasp and analyze the real state of the country important facility private security guards directly, the questionnaire, that is the general measurement tool, was utilized and the guard whom it works in the airport, the port region and general work place, that is the national important facility of Busan and Ulsan area, was aimed at. The enough survey object was illustrated to the facility and person in charge in the security company and the item was previewed and the total 400 sheets was distributed and 331 sheets (82.8%) except the doubleness subject intention and incongruent questionnaire was utilized for the analysis. The statistic processing of collected data utilized the SPSS version 15.0 the statistical package program through data coding and cleaning process and performed the frequency analysis, reliability analysis, t-test, one way analysis of variance, Pearson analysis, and regression analysis. The relationship of the office given condition actual condition of the guard about the national important facility and job satisfaction degree was classified into the interpersonal relationship, task characteristic, office environment, and complement factor and the difference of the job satisfaction degree according to the general characteristic was verified. If the conclusion obtained through the method of study described in the above looked at, for as to general tendency, the low wages and poor field environment was continued. In the general characteristic, the man was higher than the excitation about the job satisfaction level. As there was lots of the age and the scholarship was low, the age was high. And as there was lots of the career and income, the police of a petition or search and guide staff was high and the job satisfaction degree in which relatively the employee and the other job group is high so that the case of being the former student incidence can be the poorest was shown rather than the facility security agent. As the interrelation analysis result job satisfaction was high, the change of occupation pseudo was low and the organizational commitment degrees was increased. The regression analysis result job satisfaction degree was exposed to reach the meaningful effect on the change of occupation pseudo and organizational commitment. It had an effect on the change of occupation pseudo as the task characteristic and office ambient level was low. It had an effect on the organizational commitment as the extend of satisfaction about the task characteristic and interpersonal relationship, complement, and office ambient level were high. If the research result of this time is integrated, the support of the political system including the interpersonal relationship thesis between top and bottom of the organized I and substantial complement actualization is urgently needed between the office given condition improvement effort in the country important facility defense manpower field and police of a petition and special guard.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.19 no.2
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• pp.45-61
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• 2024

This study looked in-depth at the importance of cultivating and manifesting entrepreneurship, which is emphasized for companies to gain a competitive advantage and promote innovation in the uncertain environment that organizations face and in the development of technology due to recent industrial advancement, the following innovative performance, and the mechanisms in the performance process. Entrepreneurship is emphasized as a key factor in inducing creative work performance, creation and application of new ideas, and innovative performance at various levels within the organization in various global companies. In particular, this study examined the influence of the CEO's cultivation and expression of entrepreneurship as an organizational leader on the innovative behavior of organizational members, which is a leading factor in the organization's innovative performance, and the role of creative self-efficacy as a mechanism. Through this, the study was to verify the importance of creativity and cultivating a sense of self-efficacy for demonstrating innovative performance within an organization. Additionally, it was to confirm the role of organizational commitment of organizational members as a situational factor. For the empirical analysis, a total of 247 office workers were surveyed, sampled from 10 venture companies engaged in the manufacturing industry in industrial complexes in Daejeon, Korea. As the result of empirical analysis showed, it was confirmed that each sub-factor of the CEO's entrepreneurship had a positive effect on the innovative behavior of organizational members. And in the process, the importance of the creative self-efficacy of members to demonstrate innovative performance was verified by confirming positively significant mediating effect of creative self-efficacy. Furthermore, in the case of organizational commitment, it was found that the innovativeness and proactiveness of the CEO strengthened the positive influence on the creative efficacy of the organization members. Based on the results of empirical analysis, theoretical and practical implications were provided to improve the importance of cultivating and manifesting the CEO's entrepreneurship to demonstrate innovation within the organization.

• Journal of radiological science and technology
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• v.33 no.1
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• pp.11-17
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• 2010

This study was conducted in order to analyze job stress factors of radiotechnologists in order to inprove the work efficiency and to organize system management plans. For data collection, total 261 radiotechnologists, who work in Busan, took part in structured questionnaire survey. The collected data were analyzed by using SPSS/PC+ Win 13 version. For verification of the differences among groups, one-way ANOVA was executed. For analyzing efficiency of system, which is affected by job stress, multiple regression analysis was taken. First, work stress classified by age group was found as the biggest stress factor among radiotechnologists in their 30s. Among radiotechnologists in their 20s, 40s and 50s, the biggest stress factor was communication problems. In terms of, job stress classified by division, no statistical difference was observed among groups. Second, as the result of system efficiency analysis, high values were found in organizational immersion and job satisfaction among radiotechnologists in their 20s and oncology division has the highest values in concentrating the system and job satisfaction. For this result, statistically significant differences were observed among groups. Third, in terms of the sub-factors of work stress, communication problem was found as the variable that exerted statistically significant impact to organizational effectiveness. However, no statistically significant differences were observed inadministrative and personal problems. Job stress decreases as communication within the organizations or communication with other divisions becomes more successful. In other words, system efficiency can be enhanced by decreasing conflicts within organization through successful communication.

• Journal of Korea Entertainment Industry Association
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• v.15 no.2
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• pp.1-10
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• 2021

The purpose of this study is to explore a significant HPWS(High Performance Work System) model for the entertainment industry. HPWS is one of the most studied themes for managing human resources as well as a set of practices to elicit employees' commitment to an organization. Recently, the entertainment industry is growing rapidly, but it is difficult for entertainment firms to retain a stable profit unlike the manufacturing industry. This is because the performance of entertainment business tends to rely heavily on the capabilities and synergy of human resources. In order to suggest a systematic way to manage these, this research identified an effective HPWS model for entertainment business and provides a competitive advantage to entertainment firms, using ANP(Analytic Network Process). ANP is a multicriteria decision making technique that allows dependences and feedbacks among decision elements in the hierarchical or network structures in a holistic manner. The pairwise comparison data that prioritized the criteria of HPWS was collected from 28 team leaders in entertainment firms. According to our results, the most critical factor for HPWS in entertainment business is "employee involvement in decision-making." The sub-factors such as "open communication," "distributive decision-making," and "performance-driven reward" have a greater effect. These findings could provide implications for entertainment firms to determine which practices should be taken into account to accomplish HPWS.

• Korean Security Journal
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• no.14
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• pp.141-160
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• 2007

The meaning of this research work lies in providing useful basic resources which can be utilized in the strategic respect of internal marketing by investigating how security employees' quality in relation to service orientation impact on organizational effectiveness. Employees of security in Seoul Gyeonggi region were selected as the subjects of this survey and 234 participants were sampled by Convenience Sampling Method. Resulting data were processed by frequency analysis, exploratory analysis, t-test, one-way ANOVA, correlation analysis, regression analysis using SPSS V11.0 program. The results from these research methods and analyses revealed the followings: First, service leadership which was the sub-variable of the service orientation according to the demographic characteristics revealed significant differences in gender, age; and service encounter, in age, the level of education and monthly income; and the service system, in gender, age and monthly income; and human resources management, in gender, age, the level of education and monthly income. Second, job satisfaction which was the sub-variable of the organizational effectiveness according to the demographic characteristics revealed significant differences in age, the level of education and monthly income; and organizational commitment, in gender, age, the level of education and monthly income. Third, the results from regression analysis of service orientation and organizational effectiveness showed that service leadership, service system, service encounter, which were the sub-variables of service orientation, had significant impacts on job satisfaction, and that service system and human resources management impacted significantly on organizational commitment.