• Quality Improvement in Health Care
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• v.5 no.2
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.230-239
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• 2020

The purpose of this study was to examine how a leader's organizational citizenship behavior (OCB) affects subordinates' interpersonal citizenship behavior (ICB) and job stress levels. A leader's OCB involves taking-charge behavior, loyal boosterism, and the industry. We hypothesized that leader-member exchange (LMX) would mediate the relationship between leader's OCB and subordinates' ICB and job stress level. We tested the model using a sample of 293 employees from different organizations from September 2019 until November 2019. We conducted confirmatory factor analyses of the variables and analyzed the data by using structural equation modeling. We also conducted a CFA to assess the fit of a three-factor model for the leader's OCB items. Empirical findings show that LMX fully mediated the effect of leader's OCB on employees' ICB and job stress level. Leader's OCB had a positive effect on LMX. Moreover, LMX had a positive effect on employees' ICB but had a negative effect on job stress. We found support for our hypotheses that leader's OCB is positively related to ICB but negatively related to job stress, and this relationship is mediated by LMX. We discuss limitations, implications for practice, and future research.

• The Journal of the Korea Contents Association
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• v.13 no.3
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• pp.330-338
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• 2013

The work-related values are important to understand the organizational members' behavior. Because they lay the foundation for understanding of attitudes and motivation. This study aims at developing and empirically testing a comprehensive model of work-related values. The study seeks to understand the relationship between work-related values and job performance. A questionnaire survey method is adopted to collect the data for this study. Correlations and moderated regression analysis are used to verify the proposed hypotheses. Pride in work, job involvement, and activity preference are correlated positively with job satisfaction and organization commitment. The attitude toward earnings and social status of job are negatively correlated with job satisfaction and organization commitment. But upward striving is positively correlated with organization commitment.

• Journal of Korean Academy of Nursing
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• v.38 no.2
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• pp.287-297
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• 2008

Purpose: The purpose of this study was to identify factors related to nurses' organizational citizenship behavior using multilevel analysis which included both nurse characteristics at individual levels and nursing unit characteristics at group levels. Methods: The sample was composed of 1,996 nurses who were selected from 182 nursing units in 28 hospitals in six metropolitan cities and seven provinces using cluster sampling. Data were collected using self-reported questionnaires from February to March 2006. Results: The results of the study indicated that individual level variables related to organizational citizenship behavior were religion, job position, clinical career, self efficacy, positive affectivity, and supervisor support. The group level variables related to organizational citizenship behavior were collective efficacy, number of nurses in a nursing unit, and the average salary level of a nursing unit. 30.9% of individual level variances of organizational citizenship behavior were explained by the nurses' individual level variables. The explanatory power of group level variables, which is related to group level variances of organizational citizenship behavior, was 75.5%. Conclusion: This research showed that it was necessary to develop appropriate strategies related to not only individual factors, but also higher-level organizational factors such as collective efficacy, to improve individual performances in the hospital.

• Journal of the Korean Society of School Health
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• v.33 no.3
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• pp.175-183
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• 2020

Purpose: The purpose of this study was to examine the influence of appearance stress, job-seeking stress, and college life stress on eating attitude in nursing students. Methods: Data were collected in September and October of 2017. A total of 153 fourth-year nursing students were included in the analysis. Descriptive statistics, t-test, ANOVA, correlation and multiple regression analysis were conducted using SAS 9.2. Results: The mean score for eating attitude was 2.71±0.56. From the univariate analysis, appearance, job-seeking, and college life stress scores were all significantly related to eating attitude (r=.26, .35, .30 respectively, and p for all <.001). After controlling for covariates, job-seeking stress and college life stress were significantly related to eating attitude (β=.20 and 0.17 respectively, and p=.005 and .024 respectively). Among the covariates, experience of diet and physical anxiety were significantly associated with eating behavior (β=.33 and .24 respectively, and p<.001 and .008 respectively). Conclusion: Job-seeking stress had the biggest influence on eating attitude, followed by college life stress. Therefore, in order to promote healthy eating attitudes in fourth-year nursing students, preventive measures focusing on decreasing job-seeking stress should be considered as a top priority.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.1
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• pp.269-278
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• 2020

The study aims to verify the relationship between leaders' personality traits in leader - member exchange (LMX), and job performance. Hierarchical Regression Analysis was used to examines (a) how leaders' personality traits and LMX affect the influence of social capital on job performance and organizational citizenship behavior; (b) how perceived organization support (POS) can moderate the influences of LMX on social capital, in turn impacting job performance and OCB. Responses are employees in the service industry in Thailand, which consisted of 236 independent samples in 77 groups. Each group included at least one leader and 1-5 followers. The results show that there is a significant relationship between leader's personality traits, LMX and social capital. Leader with the higher level of conscientious, and agreeableness can always create good relations with their followers. The level of LMX are also related to social capital and both of these influence OCB and job performance. The moderating effect of perceived organizational support is also significant that POS can amplify the influence of LMX on social capital. Finally, the research findings show that perceived organizational support is one of the moderating factors in LMX exchanges. Followers perceived organizational support can amplify the influence of LMX on social capital.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.4
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• pp.1781-1791
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• 2013

The present study was intended to measure the level of psychosocial stress and fatigue symptom according to the various characteristics such as sociodemographic, health-related, job-related, job stress factors, and psychosocial factors among nurses working at ward and operating room in university hospitals, and to reveal the relation between these factors and psychosocial stress and fatigue symptom. The self-administered questionnaires were given to 220 nurses working at ward, and 147 nurses working at operating room in 4 participating hospitals located in Daejeon City during the period from July 1st to Aug 31st, 2012. As a results, the factors related to the psychosocial stress of nurses working at ward were age, subjective health status, job career, satisfaction of work, fit to the job, job demand, job control, coworker support, self-esteem, locus of control, type A behavior pattern. In operating room, there were age, sleep hours, subjective health status, job career, physical burden of work, satisfaction of work, fit to the job, consider quitting the job, job demand, job control, type A behavior pattern. The factors related to the fatigue symptoms of nurses working at ward were age, leisure time, subjective health status, satisfaction of work, consider quitting the job, job demand, locus of control, type A behavior pattern. In operating room, there were age, subjective health status, physical burden of work, supervisor support, coworker support, locus of control. Based on the study results, we suggest that the factors related to psychosocial stress and fatigue symptom of nurses were different from working station. We need development and application of programs to keep under management psychosocial stress and fatigue symptom.

• Journal of Korean Academy of Nursing
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• v.40 no.6
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• pp.852-862
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• 2010

Purpose: This study was done to investigate differences in health behaviors by job stress level in male and female workers in a large-sized company. Methods: Participants were 576 male and 228 female workers who completed questionnaires. Job stress was measured using the 'Short Form Korean Occupational Stress Scale (SF-KOSS)'. Health behaviors included smoking, alcohol consumption, regular exercise, and diet. Frequency, mean, SD, chi-square test, and multivariate logistic regression using SAS version 9.1 were used to analyze data. Results: Smoking, drinking and regular exercise rates were not different by job stress level in male or female workers. Only regular diet was significantly different by job stress level in male and female workers. From multivariate analysis, the alcohol consumption rates for female workers differed by marital status. Regular exercise rate was significantly related to age for male workers and type of employment for female workers. After adjusting for demographic and work-related characteristics, regular diet significantly differed by shift work for male workers and marital status and shift work for female workers. Conclusion: The findings of the study indicate that nursing interventions should be developed to manage job stress to improve diet habits for male and female workers in large-sized companies.

• Journal of the Korean Home Economics Association
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• v.33 no.1
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• pp.125-140
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• 1995

The purpose of this study was to answer the following questions. (1) Is there any relationship between father's child-rearing behavior and children's role-taking, between father's child-rearing behaviors and children's prosocial behavior?(2) Is there any relationship between children's role-taking and children's prosocial behavior? (3) Is there any differences in father's child-rearing behaviors, children's role-taking and children's prosocial behavior in relation to children's sex, SES, and mother's job? (4) what are the most important predictor variables which influence on children's role-taking? (5) What are the most important predictor variables which influence on children's prosocial behavior? The subjects of this study were 72boys and 70girls attending the nursery schools and their mothers in Busan. For the measurement of father's child-rearing behaviors, Choi's(1991) questionnare were used and for children's role-taking, children were interviewed with the Flavell's apple-dog stories. children's prosocial behavior was measured by amount of candies to share with classmates. The results were as follows: (1) There were significant correlation between father's child-rearing behaviors and children's role-taking, between father's was positively related to children's prosocial behavior. (2) Children's role-taking was positively related to children's prosocial behavior. (3) There were significant differences in father's child-rearing behaviors, children's role-taking and children's prosocial behavior according to children's sex, SES, and mother's job. (4) Father's child-rearing behaviors and SES were the most important predictor variables influencing on children's role-taking. (5) Children's sex, children's role-taking and father's childrearing behaviors were the most important predictor variables influencing on children's prosocial behavior. The findings stated above seemed father's child-rearing behaviors and children's role-taking, influenced on children's prosocial behavior.

• Journal of Information Technology Applications and Management
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• v.22 no.2
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• pp.71-93
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• 2015

Due to the rapid development of information communication technology, employees have conducted their tasks with smart devices such as smartphones and tablet PCs in the midst of after work hours. In line with this phenomenon, we have examined the relationships among technostress, work connectivity behavior after hours (WCBA) and technostress inhibitors and job satisfaction. Based on the results of prior research, we developed and tested our research model which posits the certain factors such as technostress, WCBA and technostress inhibitors affect work-life conflicts which, in turn influence employees' job satisfaction. Survey data collected from 345 users who have experiences on using smart devices was used to test the model using PLS (partial least squares). In this study, we found that technostress and WCBA were positively related to the work-life conflicts. We also found that the relationship between technostress inhibitors and job satisfaction was significant. The implications of these findings for both research and practice are discussed.