• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.385-396
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• 2006

Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.

• Journal of Korea Society of Digital Industry and Information Management
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• v.7 no.2
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• pp.127-145
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• 2011

According to Klempa(1995), the fit between environmental factors of a company may have the impact on its BPC success. Under this background, this paper empirically examines the effects of the fit between the organizational culture and the organizational learning the success of BPC. Organizational cultures, organizational learning, as well as knowledge sharing are the dominant causes that have impact on the innovation characters of organization. Whether an organization has safety-oriented homogeneous culture or it has the change-oriented heterogeneous culture may have impact on its implementation of BPC. Also the implementation of BPC may be affected by whether an organizational learning type has adaptive-oriented learning is single loop or it has the innovative-oriented learning is double loop. Thus, we analyzed the effect of the fit between the organization's culture and organizational learning type on BPC success by using the survey data collected from the companies that have adopted BPC. The findings presented in this paper show that the organization having heterogeneous culture practicing double loop learning the improvement project resulted in the excellent BPC success. These findings provide the perceptive guidelines for managers of organizations contemplating the implementation of BPC project.

• The Journal of Korean Academic Society of Nursing Education
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• v.25 no.4
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• pp.424-435
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• 2019

Purpose: The purpose of this study was to investigate the relationship among nursing organizational culture, work performance, and workplace bullying of nurses, and to identify the factors that affect workplace bullying. Methods: The design of this study was descriptive research, and the data were collected from October 26 to November 5, 2018. The research participants were 210 nurses in six general hospitals in G province. The data were analyzed by descriptive statistics, a t-test, one-way ANOVA, Scheff? post-hoc test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS 22.0. Results: The workplace bullying type showed negative correlations with innovation-oriented culture, relation-oriented culture, and work performance. The workplace bullying consequence showed negative correlations with the innovation-oriented culture, relation-oriented culture, and work performance, and showed positive correlations with the workplace bullying type. The factors influencing the results of the workplace bullying consequence were workplace bullying type followed by relation-oriented culture, and unmarried status. Conclusion: Workplace bullying among nurses was related to the nursing organizational culture and work performance. Therefore, in order to reduce the turnover rate of nurses and to help them adapt well to the nursing organizational culture, a bullying prevention and intervention program is necessary.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.2
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• pp.170-180
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• 2017

Purpose: This study was designed to assess the types of nursing organizational culture, and degree of self-leadership and burnout as perceived by perioperative nurses, and to identify correlations between these variables. Methods: Participants were 155 nurses from 3 tertiary hospitals in Seoul and data were analyzed using descriptive statistics, ANOVA, Scheffe, and Pearson correlation coefficient. Results: In the types of nursing organizational culture, the mean score for hierarchy-oriented culture was 3.57, and for self-leadership, 3.61 and for burnout, 2.87. In the relationship between the types of nursing organizational culture, self-leadership and burnout, relation-oriented culture (r=.24, p<.01), innovation-oriented culture (r=.23, p<.01) and task-oriented culture (r=.22, p<.01) had a slight positive correlation with self-leadership in that order. The innovation-oriented culture (r=-.29, p<.01) and relation-oriented culture (r=-.42, p<.01) among the types of nursing organizational culture showed a negative correlation with burnout while the hierarchy-oriented culture (r=.28, p<.01) showed a positive correlation with burnout. Self-leadership showed a negative correlation with burnout (r=-.42, p<.01). Conclusion: The results show that nurses in operating rooms have a high awareness of hierarchy-oriented culture that affects burnout in a negative way while having a low awareness of relation-oriented culture that has a positive influence on burnout.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.11
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• pp.715-727
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• 2020

For the empirical analysis in this study, 335 cabin crews from large airline companies and budget airlines were interviewed using self-reporting questionnaires. The data was analyzed using the SPSS 23.0 and AMOS 23.0. First, of the organizational culture types, the relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were found to have negative impacts on job stress. Second, the innovation-oriented organizational culture, relationship-oriented culture, and hierarchy-oriented culture were found to have positive impacts on empowerment. Third, empowerment was found to have a negative impact on job stress. Fourth, as for the mediating effect of empowerment, the innovation-oriented culture, relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were verified to be all significantly mediated by empowerment in their relationship with job stress. As a result, it was shown that cabin crews of airline companies found their work more fun, interesting, and valuable in an organizational structure that was more oriented toward flexibility, rather than the hierarchical, task-oriented cultures that are more focused on control and order. It was also found that empowerment was a mediating factor in the relationship between organizational culture and job stress.

• Korea Journal of Hospital Management
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• v.21 no.4
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• pp.23-44
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• 2016

We conducted this research for the purpose of examining the effects of organizational culture on service quality and customer satisfaction in the military hospital organizations in Korea. The research samples were collected from employees in 12 military hospitals belonged to the Armed Forces Command. For the analysis we used SPSS 18.0 and AMOS 20.0 program for conducting reliability tests, confirmatory factor analysis, and structural equation model analysis in order to find the relationship between the variables analyzed. The result of this study shows that the military hospitals in Korea have strong relationship-oriented culture, but weak hierarchy-oriented culture. Among the three groups of military hospitals, innovation-oriented culture and relationship-oriented culture were the strongest in the executive agency hospital group, task-oriented culture was the strongest in the group of the he frontline hospitals and hierarchy-oriented culture was the strongest in the group of the rear area hospitals. It was found that the executive agency hospitals have the strongest service quality and customer satisfaction among the hospital groups analyzed. This research also found that relationship-oriented culture and innovation-oriented culture have a direct positive(+) effect on service quality; hierarchy oriented culture has a direct negative(-) effect on service quality; task oriented culture has a direct positive(+) effect on customer satisfaction, and service quality mediated between organizational culture and customer satisfaction. The findings from this study suggests that implementing the dynamic strategies for organizational culture with focus on service qualities is needed given that customer satisfaction in the military hospitals is highly affected by service quality.

• Journal of Korean Library and Information Science Society
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• v.52 no.1
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• pp.129-154
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• 2021

The purpose of this descriptive correlational study was to explore the effect of knowledge of evidence-based practice (K-EBP) and organizational culture on the innovation behavior of university librarians in South Korea. The structured survey questionnaire consisted of four sections and 60 items. The four sections were concerned with K-EBP, organizational culture, innovation behavior, and EBP-related activities and demographic. The respondents were librarians working in 101 university libraries in South Korea. The results of this study were as follows. First, K-EBP indicated that the respondents had excellent practical skills, but their ability to appraise critically, apply knowledge and to conduct research was weak. Second, the questionnaire scores for K-EBP were significantly positively correlated with those for organizational culture and innovation behavior. Higher K-EBP scores corresponded to higher scores for relation-, innovation-, and task-oriented organizational culture. Third, K-EBP outcomes differed significantly by age group, education level, employment type, job title/seniority, reading of academic journal articles, and attendance at conferences. Organizational culture differed significantly with age. Innovation differed significantly with both age and conference attendance. Fourth, in the hierarchical multiple regression analysis, factors predicting K-EBP scores were education level and reading academic journals. Fifth, the multiple regression analysis identifying factors predicting innovation revealed statistically significant regression coefficients for overall K-EBP and for innovation- and hierarchy-oriented organizational culture. The regression coefficient for perception of a hierarchy-oriented organizational culture was negative. To promote innovation behavior of librarians, we need to foster an innovative organizational culture characterized by communication and cooperation, and improve the ability of librarians to engage in EBP. Educational programs that promote librarian engagement in research-related activities are needed.

• Journal of Digital Convergence
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• v.18 no.6
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• pp.133-141
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• 2020

Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.

• Journal of Technology Innovation
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• v.26 no.2
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• pp.37-68
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• 2018

This study examines the effects of entrepreneurial orientation and external oriented organizational culture on the firm perfornamance focusing on mediating effects of open innovation. The survey was conducted on Korean manufacturing firms with 100-5,000 employees among listed companies and external auditing companies. The validity of the research model and hypotheses was verified through analysis of structural equation model for 283 valid responses. Empirical results show that entrepreneurial orientation positively affects both open innovation and firm's performance. The external oriented organizational culture of firms appears to be positive effects on open innovation, but the effect between the external oriented organizational culture and firm's performance shows no statistical significance. Open innovation have positive effects on firm performance. In addition, a test for mediation effects of open innovation reveals that a full mediation exists between the external oriented organizational culture and firm's performance, while there is a partial mediation effect between entrepreneurial orientation and firm's performance. This study contribute to the literature by deepening understanding on the open innovation. We propose an integrated model for examining antecedent factors, open innovation and performance.

• Journal of Korean society of Dental Hygiene
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• v.11 no.3
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• pp.395-404
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• 2011

Objectives : This study was to investigate the level of organizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in oral health professional. Methods : Data were obtained from a cross-sectional survey of 297 oral health professional(mean age=$29.95{\pm}8.10$). Participants in the study were recruited when they attended the dental health form in Gwangju. Organizational culture was classified into four factors: relation-oriented, innovation-oriented, hierarchy-oriented, task-oriented culture. Self-readership consisted of five factors: rehearsal/self-observation, self-goal establishment, self-esteem, self-criticism, self-reward. Organizational effectiveness included organizational commitment and job satisfaction. The data was analysed using t-test, one-way ANOVA, Pearson correlation and multiple regression. Results : The dominant organizational culture was rank-oriented culture. The mean score of self-readership score was 3.51 out of a maximum 5 points. Organizational commitment was positively correlated with age, relation-oriented culture, self-goal establishment, self-reward explained 41.9% and job satisfaction was positively correlated with relation-oriented culture and self-esteem explained 48.6%. Conclusions : Based on the findings, the organizational culture and self-readership was correlated with organizational effectiveness. These results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of oral healthcare professional.