• The Korean Journal of Emergency Medical Services
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• v.12 no.3
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• pp.71-86
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• 2008

Purpose : This study was to examine the influence of job stress of 119 Emergency Medical Technician on fatigue and job satisfaction. Methods : Subjects of this study were 228 Emergency Medical Technicians who worked at 119 Safety Center of total 92 fire stations in 12 cities of Gyeonggido including U, N, H, B, A, S, Y, G, G, G, P and I and the period of data collection was from July 11 to Sep. 10, 2007. Collected data were analyzed with SPSS 14.0 version. Results : Conclusions of this study were as follows. 1) Factor related to organization among job stress factors had the greatest influence on fatigue (B = 0.334, p < 0.01), followed by crisis situation factor (B = 0.2042, p < 0.01), inappropriate treatment factor (B = 0.174, p < 0.05), role conflict factor as special job (B = 0.109, p < 0.05) and professional knowledge and technique factor (B = 0.109, p < 0.05), and the influence of job stress factors on fatigue was explained as $R^2=0.340$. 2) Mental burden factor of job stress factors had the greatest influence on job satisfaction (B = -0.606, p < 0.01), followed by organization factor (B = -0.473, p < 0.01) and interpersonal relation and conflict factor (B = -0.339, p < 0.01), and the influence of job stress factor on fatigue was explained as $R^2=0.308$. Conclusions : Job stress of 119 rescuer is increasing continuously and such an accumulated stress lowers the job efficiency. In order to reduce, job stress, it is important to extend(${\rightarrow}$ have) proper self-development, maintain close relationships and mutual correlations among members of organization in personal dimension and to solve the role conflicts, define the organizational roles and simplify excessive job description into concrete work.

• Journal of the Korean Society for Library and Information Science
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• v.48 no.2
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• pp.399-414
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• 2014

The library manager's communication ability can influence organizational management because the types and ways of organizational management is carried out can be determined by the manager's communication ability. In that, this study intends to examine the influence of the library manager's communication ability on job performance and role-conflict of the library staff. To do so, on top of the conceptual framework of communication and the library as an organization, this study builds theoretical underpinnings on the library manager's communication ability, job performance and role-conflict of the library staff. Using a questionnaire survey method, this study surveys 127 library staff from 8 public libraries in Seoul, statistically analyzes the response through the SPSS20 statistical package, and examines the relationship between and among the variables. Based on the analysis, a discussion on the influence of the library manager's communication ability on job performance and role-conflict of the library staff follows.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.207-220
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• 2015

This study empirically analyzed the effects of Emotional Intelligence and work-family conflict on organizational effectiveness such as job performance and turnover in the advertising industry. Analysis results showed that emotional intelligence a significant impact in part on job performance and turnover intention. In particular, the more use of emotion is higher job performance, and the more regulation of emotion is lower turnover intention. Second, work-family conflict is proved on a partially significant impact on organizational effectiveness, and especially family conflicts caused by works was found to increase the degree of turnover. The results of this study suggest that the need for the establishment of appropriate systems and organizational culture which can increase emotional intelligence and reduce family conflict for performance and human resource management of the organization.

• The Korean Journal of Health Service Management
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• v.1 no.1
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• pp.31-44
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• 2007

The purpose of this study is to shed light on the effect of work-family conflict on organizational effectiveness, focusing on the moderating effect of organizational support among married working women of health services organizations. Data were collected from 149 married working women of health services organizations located in Busan Metropolitan areas by structured self-administered questionnaire. Main results of this study is as the following: First, based on the type of work-household conflicts, namely time-based conflict(2.82 points), strain-based conflict(2.81 points) and behavior-based conflict(2.69 points), working women mainly experienced time and strain-based conflicts. The level of work-household conflicts was significantly higher among younger groups, highly educated, nurses, and regular workers. Second, the perceived organizational effectiveness found to be an above-average. Especially scores were high in the subcategories of customer orientation(3.84), followed by organizational commitment (3.42) and job satisfaction(3.19). The level of organizational effectiveness was significantly higher among older groups, medical technician and administrative job holders, day-time workers, and higher income groups. Third, the results of the regression analysis on the effects of work-household conflicts on organizational effectiveness showed that strain-based conflicts have a significant negative effect on organizational effectiveness such as job satisfaction and organizational commitment. Fourth, organizational support found to have a strong controlling effect for strain-based conflicts on organizational effectiveness. Above results imply that practical family-supportive policies for lessening the work-household conflicts is crucial for enhancing organizational effectiveness in health services organization.

• 한국사회복지학회:학술대회논문집
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• 2004.10a
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• pp.223-250
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• 2004

In this paper, the proposing a fundamental data for a systematic and effective organizational management by examining the extent of the levels of conflict perceiving among individuals of social welfare workers in the Busan community social welfare center, a social welfare organizations, and investigating the related influencing factors are the purpose of the study, The summary of this study is as follows. At first, it is dysfunctional when the level of conflict is either exceedingly high or low in the interrelational conflict aspect. However, the social welfare workers' working in the community social welfare center, the extent of individual conflict is relatively low as 2.37 out of 5 points. Secondly, the multi-regression analysis is operated for controlling the population sociological factors and measuring the effectiveness of the conflict factors to the level of conflict. The influencing factors affects the result in the order of greater extent are communication factor, leader's flexibility of leadership factor, spontaneity among personality, confidentiality. As a result, Not like the case that in the technological bureaucratic organizations such as the enterprises or industrial organizations, in the human service organizations including social welfare organizations, these technological bureaucratic paradigm does not applying directly since the material of organization is composed of humans who are given moral values. Therefore, this paradigm should be put as a presupposition of the conflict management strategy. And, the communication among colleagues, learning a reasonable problem solution method, or the chances of education or training for establishing a sound human relationship should be prepared in order to lower the level of the conflict among individuals in the community social welfare department. Furthermore, professional education programs are needed for not only supporting an effective supervision and consultation(consultation with superiors and colleagues), but also, working with confidentiality and pride as a professional.

• Journal of muscle and joint health
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• v.26 no.3
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• pp.195-204
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• 2019

Purpose: This study was conducted to identify the relationships between role conflict, nursing organizational culture, resilience and nursing performance and the factors influencing nursing performance in clinical nurses. Methods: The participants were 191 nurses working for more than 6 months in a National University Hospital. Data were collected through self-report questionnaires from October to November in 2016. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and hierarchical multiple linear regression with SPSS/WIN 24.0. Results: Factors affecting nursing performance in clinical nurses were resilience (β=.41, p<.001), relation-oriented nursing organizational culture (β=.12, p=.007) and hierarchical-oriented nursing organizational culture (β=.13, p=.047). These factors explained about 37.7% of the variability in nursing performance (F=10.57, p<.001). Conclusion: It is necessary to estabilish a relation-oriented nursing organizational culture in nursing organization. Also, education and intervention programs to improve nurses' resilience should be developed in order to increase nursing performance in clinical nurses.

• Proceedings of the Korea Society for Industrial Systems Conference
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• 2008.10b
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• pp.249-254
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• 2008

Since Lau and Murnighan first introduced the concept of faultlines in 1998, there are many extended studies related to faultlines theory. It is obvious that faultlines theory adds valuable explanations in addition to what numerous previous demographic studies have explored. However, previous research has not been able to fully integrate the characteristics embedded in the workplace environments, and the influence of faultlines in IT industries has yet to be explored. So it is not reasonable and convincing to extend the findings from previous faultlines research to other industries in the global world. In this study, IT related influence is given considerable weight into traditional faultlines theory and the impact of IT-based faultlines is revealed. Our study indicates that IT-based faultlines have negative impact on task conflict, process conflict and relationship conflict, and also have negative impact on individual outcomes such as individual performance and satisfaction. The influence of IT-based faultlines on people s intend to remain in the current organization is found to be insignificant. Our empirical study reconfirmed that faultlines are important indicator in group works and also that faultlines are intimately related to various conflicts and individual outcomes. We hope our research findings would be beneficial to the organizations concerned with effective and efficient group work.

• Journal of the Ergonomics Society of Korea
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• v.27 no.1
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• pp.1-7
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• 2008

Work related musculoskeletal disorders (WMSDs) have become a hot issue within the Korean workplace for the past several years. Recently, the effect of job related stress on WMSDs, cerebro-cardiovascular diseases, and psychiatric disorders has been steadily increasing. The study conducted questionnaire of Korea version job stress model, WMSDs from NIOSH, CES-D (Center for Epidemiologic Studies Depression Scale), and STAI (State-Trait Anxiety Inventory) against train drivers. The results of this study show that the job stress score of the train drivers is high in the areas of physical environment, job latitude, interpersonal conflict, job insecurity, and organization system. The relation between job stress and WMSDs nd, interpersonal conflict, job insecurity and organizational system. The relation between job stress and depressive disorders showed statistical significance in the areas of job demand, job insecurity and low reward. Finally, the relation between job stress and anxiety disorders showed statistical significance in areas of job demand, interpersonal conflict, job insecurity, organizational system and low reward.

• Journal of Arbitration Studies
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• v.28 no.3
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• pp.55-73
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• 2018

The purpose of this study is to investigate effects of arbitration in organizational performances by means of literature review. The contents of the study were theoretical studies on the role of intangible power in the organization. By mediating compliance and repulsion, it is intended to reduce conflicts and increase work commitment, which in turn will increase productivity and increase employee self-esteem, and help improve corporate image over the long term. Factors such as the contents of professional power, the content of referent power, the importance and contents of informational power as well as the importance of arbitration were studied. It is found that when arbitration is effective, it can increase work commitment and improve the productivity of the enterprise.

• East Asian Economic Review
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• v.26 no.1
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• pp.27-48
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• 2022

In the past decade, Korea and Japan have increasingly exhibited different strategic priorities in trade in face of China's rising global economic prowess and worsening US-China trade conflict. Japan's trade policy decisions have worked to reinforce its economic and security ties with the US as a means to counter China. Japan has used both bilateral and multilateral means to secure its ties with the US against China. In contrast, Korea's trade policy positions have been one of 'strategic ambiguity'. Korea has been more conciliatory towards China, reluctant to take actions that would counter China's interest. Korea has mainly resorted to bilateral channels to maintain favorable relations with both China and the US. Korea's reluctance to clearly ally with the US against China has been observed across different administrations with opposing political orientations. This paper examines Korea and Japan's diverging strategic priorities in trade through the 2017 World Trade Organization Ministerial Conference; the 2017 US imposition of Section 232 on steel; the Comprehensive and Progressive Agreement for Trans-Pacific Partnership, the Korea-US FTA renegotiation and the Korea-China FTA Phase Two Negotiation; and the 2019 Japan-US Trade Agreement.