• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.7
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• pp.233-243
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• 2020

This study determined the relationship between organizational conflicts and job satisfaction of administrative staff members employed in university hospitals. The sample consisted of 232 hospital administrators working at four different college hospitals located in D city. The survey was conducted using a self-administered questionnaire during the period from January 10th 2019 to February 15th 2019. As a result of the study, the job satisfaction levels were significantly different according to age, education, BMI, subjective sleep evaluation, subjective health status, job position, monthly income, physical burden of work, sense of satisfaction at work, fit to the job and consideration to quit the job. The job satisfaction levels according to the organizational conflicts were significantly lower with higher organizational conflicts. Further, the job satisfaction level showed a significant negative correlation with organizational conflicts. The risk ratio of lower job satisfaction significantly increased for the group with higher organizational conflict scores than that of the group with lower organizational conflict scores. The results suggest that job satisfaction of administrative staff at university hospitals is significantly related with organizational conflicts. It is necessary to present specific measures to resolve conflicts within an organization in order to enhance job satisfaction for administrative staff at university hospitals.

• Korean Journal of Hospice Care
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• v.7 no.1
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• pp.15-28
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• 2007

This study was focused on figure out what kinds of elements are influencing on job satisfaction with approach of the educational system. It was also to figure out how work characteristics and role conflicts of employees influence on job satisfaction. Objects of study were employeeswho had been working in Hospice and Palliative medical center at least for 6 months, and they were doctors, nurses, ministers, and welfare workers. Collected materials were analyzed by Frequency Analysis, One-way ANOVA, Correlation Analysis, and SimpleRegression Analysis. Results from study can be summarized like below. The first, job satisfaction of workers in Hospice and Palliative medical center were 3.36, and this numerical value is pretty high over all. For saying from the higher to the lower satisfaction level, there were satisfaction with job itself, satisfaction with co-workers, satisfaction with seniors (superiors), and satisfaction with organizations, on the other hands, satisfaction with salaries was turned out as the lowest level among those. The second, role conflict was 2.63, and it is considered as the medium level. after inquiring into it by elements of role conflict, they felt many environmental difficulties compared to other workers in different fields such as environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc. The third, work environment influencing on job satisfaction are as follows. Professional environment among characteristics of work environment was significant statistically. Job satisfaction of ministers was the highest; others were in the order of doctors, welfare workers, and nurses. For employment history, job satisfaction was higher as they have more and longer job experience including whole professional experience both in hospice and palliative medical center. In addition, participating in hospice and palliative programs, intensive training regularly was significantly. Job Motivation was also significant statistically. Especially, job satisfaction was higher when people decided to work in hospice and palliative medical center because of individual desire (self-realization). Lastly, influence of role conflict on job satisfaction is as follows. Environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc showed the significant meaning statistically, and the lower role conflict was related with the higher job satisfaction. Suggestions for next study based on such results are as follows in order to improve or increase job satisfaction of employees in hospice/palliative medical centers. The first, to expand education opportunity of employees is needed to increase job satisfactionof hospice/palliatives medical centers. Participating in intensive programs and seminars by types of occupation and acquiring professional knowledge are very important since employees are motivated by those activities. For that, developing and activating intensive education/programs by professional occupations are suggested. The second, dividing roles of employees and determining each job's limit clearly in hospice/palliative medical centers are required. For that, study developing standard job regulations is suggested for each professional job. Lastly, developing and providing reasonable salaries is needed because low salaries of hospice/palliative medical centers are the absolute reason lowering job satisfaction. Therefore, this paper suggests improving the salary level of employees of hospice/palliative medical centers and developing practical plan for it.

• Informatization Policy
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• v.26 no.4
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• pp.36-61
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• 2019

While smart devices can have a positive impact on work efficiency and productivity by reducing time-space constraints and enabling rapid processing of tasks, side effects can arise from the imbalances between work and personal life. In recent years, as smart devices are increasingly used in work environments, it is more necessary than ever to understand the related phenomenon, find the cause of negative effects, and search for appropriate solutions. This study has developed and verified a theoretical model that shows how the technical characteristics known as the utility of smart devices are converted into negative results such as work-life conflict. As a result of analyzing the collected data from the employees, our study provides significant implications for the researchers, as well as the practitioners and policy makers, regarding various relationships among IT-enabled work flexibility, after-hours work connectivity and work-life conflict, and the new knowledge about the important role of segmentation supplies from the organization.

• Journal of International Area Studies (JIAS)
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• v.14 no.2
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• pp.449-476
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• 2010

This paper focuses on the security problems in atlantic ocean involved in the USA and Latin America and the Caribbean. The ocean security matters in this region have mainly argued military concerns traditionally. However, the concept of ocean security has been changed in the 21st century and strongly debated with various dimensions: social, human and resource, environment as well. This paper traces these changed concepts currently with many empirical cases existed in many security conflicts in this ocean, especially between the USA and Latin(South) America region. Historically, security conflicts in the OAS(Organization of American States) countries have involved with many military matters, territory and oceans, and currently added up with terrorism and drug problems as well. However, the great and potential conflict emerged in the security issues is resource matter in this ocean and get a dilemma to be sorted out between military and social security matter. For example, the re-establishment of 'the 4th Fleet' in US Navy got a great conflict between the USA and the South American countries, both of them wants to achieve to resource security in this ocean to meet their energy security. Finally this paper addresses some implications and prospects in this conflict in near future and suggests a few solutions and advices for Korean's relation in this ocean.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.105-124
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• 2008

The purpose of this research is to provide the data base for the activation of Quality Improvement operation through investigating the status of Quality Improvement operation, and finding out factors influencing on the goal-orientation of QI performers in the medical centers of more than one hundred beds where are practicing Quality Improvement operation. In order to reach the purpose, document study was carried out grounded on the proceeding researches and formulated statistical data in relation with the status of Quality Improvement performers, and proof study was carried out through questionnaire survey. The subjects of the survey were the Quality Improvement performers working in seventy three medical centers in Pusan-Gyeongnam, Daegu-Gyeongbuk, and Ulsan. Among eighty three Quality Improvement performers, fifty, five were questionnaire surveyed, on the result of which Reliability Analysis, Factor Analysis, and Multiple Regression Analysis were made, using statistical program. The the results of the proof analysis on this research are as follows. First, in the factors influencing the devoting to goal pursuit of QI performers, organization-goal contribution(0.44) had significant positive effects, while organization conflict(-0.25) had significant negative effects. In other words, the higher the organization-goal contribution was, the higher the devoting to goal pursuit was, while the less the organization conflict was, the higher the devoting to goal pursuit was, which was statistically significant.(p<0.05). Second, in the aspect of goal performance types of QI performers, the process-centered type showed high level of the devoting to goal pursuit, which was statistically significant.(p<0.05). Third, in the aspect of QI performance degree, the higher the devoting to goal pursuit was, the higher the QI performance degree was, which was statistically significant.(p<0.05). In addition, the performers who perceived their workplaces organic structure showed much higher QI performance degree, which statistically significant.(p<0.05). Generalizing the results of this research, it is possible to offer a few suggestions as follows. First, as the competition among the medical centers is more severe recently owing to medical center evaluation system, medical centers are practicing various Quality Improvement operation in all of medical services such as clinical performance and management performance, to reach the purpose of both cost-cutting and medical quality improvement. Thus in order to practice Quality Improvement operation more efficiently in medical centers, it is essential to nuke use of problem-solving methods and statistical members. This as the willingness of chief executives and positive attitude and recognition of organization members. This requires the installation of divisions in charge and disposition of persons in charge, not to speak of persistent training of Quality Improvement. Second, the divisions in charge of QI carry out Quality Improvement operation at the medical center level, and take the role of generalizing and adjusting QI performances of various departments. Owing to this role, the division in charge of QI is considered indispensable organization in the QI operation of medical centers along with medical QI committee, while it contributes to the government's goal of reducing quality level gaps among medical centers. Therefore it is necessary for government and QI organizations to give institutional support and resources for the sake of QI operation of medical centers, besides to supply systematic trainning and informations to the divisions and persons in charge of QI. Third, it is certain that disposition of persons in charge should be determined in view of the scale and the scope of QI operation in medical centers.

• Journal of Fisheries and Marine Sciences Education
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• v.26 no.2
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• pp.284-295
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• 2014

The purpose of the study was to validate the components of practical collaborative competencies by analyzing the perceptions of corporate personnel on practical collaborative competencies. The study reviewed the theories of collaborative intelligence, collective intelligence, cooperative learning, and learning communities. Based on the results of the literature review, the study derived seven categories of participative motivation for group activities, ability to share thinking and consciousness, motivation to share experiences, ability to control emotion, ability to promote interaction, creativity, and collaborative performance as the core competencies. To validate the elements, survey was conducted for 186 corporate personnels. The results showed that the personnels perceived the following elements as important collaborative competencies: participative motivation for group activities, motivation to form participatory atmosphere, ability to manage conflict effectively, ability to form relationships, ability to form positive team atmosphere.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1998.10a
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• pp.141-144
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• 1998

This paper complements the work of Courtney et al. in viewing learning organizations as inquiring systems. Hegelian inquiring systems are based on the dialectic. Dialectic can not exist without dialogue. The guarantor of this system is conflict. Hegelian inquiring systems would facilitate multiple and contradictory interpretations of reality. Hegelian synthesis of two opposing models-thesis and antithesis-is the epitome of open systems and double-loop learning. Knowledge gained from the Hegelian inquiring systems may result in an entirely new strategic direction to organizations. This paper reviews some guidelines and principles of Hegelian learning organizations and IT support of it. Also it proposes the immediate deployment of Hegelian learning organizations in the wicked business environments and finally suggests the development of new, flexible information technologies and systems for Hegelian organizations.

• Culinary science and hospitality research
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• v.14 no.2
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• pp.46-60
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• 2008

In the hotel industry, there are the production and consumption of services at the same time, considering direct contact between employees and customers. In this respect, this study was conducted based on more practical factors to grasp employees' feelings and conflicts. The results of this research are as follows. First, individual conflicts among hotel banquet employees influence devotion to the organization which has a direct effect on performance of management. Second, such devotion is closely correlated with the factors of the performance of management. Finally, managing employees' conflicts is the key factor to promote the performance of management. Under these circumstances, there should be more concern in solving problems among employees and special pro-grams for promoting job satisfaction and devotion which bring about more profits as well as a sense of achievement.

• Asia pacific journal of information systems
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• v.15 no.3
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• pp.9-39
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• 2005

Recently, knowledge transfer has been recognized as one of the major factors for success of IT projects but little investigated in Information Systems research. IT project, which needs collaboration between organization's IT project team and external partner, is an critical source for a firm to acquire external knowledge and to achieve its competitive advantage. Based on this recognition on knowledge transfer under IT project, we investigate a mediation role of knowledge transfer to IT project performance after identifying its antecedents such as project team capabilities and partner capabilities. The research model is tested by analyzing 161 sample data gathered from firms' employees who have participated IT projects within last two years. The results reveal that knowledge transfer has full-mediation effect between its antecedents and IT project performance. Moreover, project team capabilities have more impacts on knowledge transfer than partner capabilities do.

• International journal of advanced smart convergence
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• v.7 no.4
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• pp.185-196
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• 2018

Based on World Health Organization (WHO) children and adults have a problem with their oral health, such as Dental cavities and periodontal disease. It is not easy to obtain the high convince level of result of the dental and periodontal diseases. Because each of them have different degrees of uncertainty and there have several discounting factors (error rates) in different of survey. To solve this problem we propose the Dezert-Smarandache Theory (DSmT) for efficient combination of uncertain, imprecise and highly conflicting sources of information. Moreover, we apply the SEFP as a context reasoning. Finally, we make the simulation by using 12 surveys and compare Propotional Conflict Redistribution 5 (PCR5) and Dempster-Shafer Theory (DST) to show the belief or probability for the low, a heavy, high and ultra-high risk situation.