• Korea Journal of Hospital Management
• /
• v.5 no.1
• /
• pp.40-61
• /
• 2000

The purpose of this study is to promote the efficiency of the management of the controls organization in the university hospitals and general hospitals by evaluating the factors underlying organizational conflict. The subject population included 351 hospital workers randomly selected from two general hospitals of less than 200 beds and two university hospitals over 500 beds in Seoul area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors between the departments. The results are as follows: 1. Those in high job position group demonstrated significantly higher level of conflict between departments. Those working in the general hospitals, who were older and had long-term tenure at current working hospital had higher level of conflict between the departments. 2. Concerning the involvement of conflicting factors and the level of conflict in the employees' there was statistically significant positive correlation between reliability and job-related and intradepartmental level of conflict in university hospitals. There was a significant positive correlation between interdepartmental conflicting factors of mutual dependence, difference in goal/orientation and interdepartmental level of conflict. 3. In the university hospitals, among the interdepartmental factors, mutual dependence and difference in goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in medical care department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess. In the university hospitals setting efforts to reexaminitation of the organizational structure and efficiency conveyance of information and efforts to resolve conflict among young workers with lower level of education is need. This study has its own merit in comparing empirically the conflict among hospital workers in the university hospitals and general hospitals. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Korea Journal of Hospital Management
• /
• v.8 no.3
• /
• pp.92-117
• /
• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• The Journal of the Korea Contents Association
• /
• v.14 no.2
• /
• pp.442-449
• /
• 2014

The purpose of this study was to validate the effect that the job stress of the newly appointed dental hygienists would have on the organization effectiveness. In this study, 214 newly appointed dental hygienists in Daegu, Gyeongbuk, were surveyed from September to October, 2013 through the structured questionnaires, and the collected data were electro-statistically computerized under SPSS 17.0 program and analyzed based on the frequency analysis, correlation analysis, and multiple regression analysis. The results of analysis showed that the dental hygienists with less than 3-year experience had the lower role conflict compared to other groups in relation to the job stress factors based on the clinical experience, and there was a significant difference. A negative(-) relation was found among the job stress, organization commitment, and job satisfaction, while a positive(+) relationship with the turnover intention was found. Moreover, it turned out that the job stress of newly appointed dental hygienists had a significant effect on the organization effectiveness. Thus, it is considered necessary to explore the specific measures that can help reduce the turnover rate of newly appointed dental hygienists and improve their adaptation to the organization in a more effective manner.

• Journal of the Korea Institute of Information Security & Cryptology
• /
• v.29 no.2
• /
• pp.451-463
• /
• 2019

The purpose of this study is to identify the effects of organizational conflict stages and job withdrawal intention of information security organizations. We applied Pondy's conflict theory and analyzed the case of information security workers in public enterprises. We found that the more information security workers emotionally accept the potential factors of organizational conflict, the higher the intention of job change of information security practitioner. On the other hand, the perception mechanism has a moderating effect of lowering the job change-out probability. The result of this study is expected that the manager of the organization will be able to utilize the conflict in the organizational direction.

• Korean Association of Arts Management
• /
• no.51
• /
• pp.103-134
• /
• 2019

The study started with the perception that there would be numerous conflicts within and outside the organization as a national and public cultural and artistic organization. In addition, the conflict acts as a negative problem factor for the members of the organization, and the resulting emotions were identified to determine what relationship. Specifically, 1) identify ingesting the conflict factors recognized by the members of the art corps (organizations) of incumbent national and public cultural and artistic organizations (organizations), and 2) how conflicts provide influence to the art corps as a negative problem factor, 3) the feelings of conflict (exhaustion, turnover intent, job dissatisfaction, negative transition) are intended to look at the relationship. To summarize the findings, it is as follows: The conflict struck by the members of the arts corps of national and public cultural and artistic organizations could consist of 1) organizational conflicts (management, administration, operations, etc.) and 2) personal conflicts (artistic preferences, colleagues, etc.). This conflict has been found to provide anegative direction to the feelings of members of the organization. Both organizational conflict and personal emotions were found to have an effect on emotional exhaustion, and emotional exhaustion was found to affect the intention of turnover and job dissatisfaction. In addition, job dissatisfaction was examined to have an effect of the static (+) on the turnover intent, the turnover intent and job dissatisfaction has an effect of the political (+) on the negative transfer. Based on these results, the authors of this study presented effective implications for cultural and artistic marketing.

• Journal of Korean Academy of Nursing Administration
• /
• v.20 no.5
• /
• pp.525-534
• /
• 2014

Purpose: The purpose of this study was to identify moderating and mediating effects of social support in the relationship between work-family conflict, job satisfaction and turnover intention among married women nurses. Methods: The sample for this study consisted of 225 married female nurses from two hospitals located in Seoul. Data were collected through structured questionnaires and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and hierarchical multiple regression with the SPSS 21.0 program. Results: (a) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and job satisfaction. (b) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and turnover intention. Conclusion: The results of the study indicate that social support is an important factor in work-family conflict, job satisfaction and turnover intention among married female nurses. Supervisor support is important to married nurses as social support as it is controlled by the organization. Therefore, supportive relationships based on mutual respect between supervisors and nurses are necessary for a creative organizational atmosphere and system.

• The Journal of the Korea Contents Association
• /
• v.6 no.2
• /
• pp.127-135
• /
• 2006

The object of this study is to improve the police administration service and the work performance of police officers, through the analytic ground to increase job satisfaction and to solve the role conflict by setting the role conflict as a main factor among many factors to influence the job satisfaction between the role conflict and the job satisfaction of police officers and explaining the factors of the role conflict.

• Korea Journal of Hospital Management
• /
• v.19 no.3
• /
• pp.29-42
• /
• 2014

This study included empirical methods of study such as surveys and interviews with military hospital administrators from 14 military hospitals across the country. The results of the study is described below. First, results by demographic characteristics show that higher level of organizational commitment was found in males than females and in singles than married couples. Also, by organizational units, major units of military hospitals showed higher level of organizational commitment as well as job satisfaction. Second, Fair compensation had positive(+) effects on the study participants' job satisfaction and organizational commitment as the research hypothesized. Compensation included monetary and social benefits for the work performed. A transparent compensation system to reward members that performed the best for the department and the corps with appropriate amounts must be in place. Third, the organization culture of being considerate had positive(+) effects on job satisfaction and organizational commitment while the culture of giving commands had negative(-) effects. Fourth, Conflict factors had negative(-) effects on job satisfaction with no direct effect on organizational commitment. Any organization must take measures when adverse effects of conflicts surface. As shown by the analysis results, conflict factors bring negative results to job satisfaction and organizational commitments. Department managers should utilize the proper function of conflicts as an accelerator in organization operation.

• The Korean Journal of Emergency Medical Services
• /
• v.12 no.3
• /
• pp.71-86
• /
• 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 Ergonomics Society of Korea
• /
• v.27 no.1
• /
• pp.1-7
• /
• 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.