• Journal of Korean Academy of Nursing
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• v.45 no.2
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• pp.240-250
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• 2015

Purpose: The purpose of this study was to validate the Korean version of the Ethical Leadership at Work questionnaire (K-ELW) that measures RNs' perceived ethical leadership of their nurse managers. Methods: The strong validation process suggested by Benson (1998), including translation and cultural adaptation stage, structural stage, and external stage, was used. Participants were 241 RNs who reported their perceived ethical leadership using both the pre-version of K-ELW and a previously known Ethical Leadership Scale, and interactional justice of their managers, as well as their own demographics, organizational commitment and organizational citizenship behavior. Data analyses included descriptive statistics, Pearson correlation coefficients, reliability coefficients, exploratory factor analysis, and confirmatory factor analysis. SPSS 19.0 and Amos 18.0 versions were used. Results: A modified K-ELW was developed from construct validity evidence and included 31 items in 7 domains: People orientation, task responsibility fairness, relationship fairness, power sharing, concern for sustainability, ethical guidance, and integrity. Convergent validity, discriminant validity, and concurrent validity were supported according to the correlation coefficients of the 7 domains with other measures. Conclusion: The results of this study provide preliminary evidence that the modified K-ELW can be adopted in Korean nursing organizations, and reliable and valid ethical leadership scores can be expected.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.2
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• pp.21-29
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• 2012

Person characteristics and the perception of organization climate affect on the performances associated with causes of job stress, and may induce various types of human errors. For incidence, a person's adaptation to organizational traits can influence on a person's performance with tasks assigned as well as job satisfaction, a change of occupation, etc. There are several evaluation methods such as an aptitude test to evaluate the suitability of department allocation. However, only person's traits such as an aptitude has been associated with department allocation and job assignment for the personnel management. This paper shows not only an evaluation result on the job-stress of the workers in nuclear power plants (NPPs), but also the relationships between the job-stress and the coincidences of group-personal, team-personal traits. Then, we systematically deduct a basic information on the factors to be considered to manage the organizational traits and job stress. We expect this result can contribute to enhance the organizational management against to the human errors as well as for the promotion of safety and efficiency of NPPs.

• Journal of Korea Society of Industrial Information Systems
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• v.22 no.4
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• pp.29-43
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• 2017

Innovation Cosystems are Conceptualized as Organizational Networks of Economic Actors, Technologies and Social Contexts that Interact for Knowledge Production, use, and Adaptation. This Paper Proposed a Conceptual Framework to Describe Value Co-creation of Organizational Networks Engaged in Technology Innovation. We Adopted Theory-Based Approach by Integrating the Perspective of Service-Dominant (S-D) Logic Into the Evolutionary Model of the Triple Helix. The Framework Gives a Plausible Explanation on how Actors Collaborate to Create Value in Dynamic Contexts of an Innovation Ecosystem. The Innovation Ecosystem can be Considered as a Composite of Sub-Ecosystems, Including Knowledge, Sectoral, and Business Ecosystems. When these Sub-Ecosystems are Recursively Transformed by Coordination of Functional Mechanisms that Serve Value Co-creation in the Innovation Process, the Innovation Ecosystem will be Re-Organized and Evolve. The case of the Digital Living Network Alliance (DLNA) was Examined to Demonstrate the Fundamental Mechanisms for Value Co-creation that was Described in the Framework. The case Study Indicates Features of Value Co-creation when Implementing Innovation in Organizational Networks.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.377-386
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• 2020

This study aims to examine the effect of coaching leadership on reality shock and organizational commitment of new nurses in general hospitals. Data were analyzed through the SPSS/WIN 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and Standard Multiple Regression. Regression analysis proved relevance of the organizational commitment model (F=6.17, p<.001), and coaching leadership had 39.2% explanatory power on reality shock. The results of the study showed that coaching leadership lowers reality shock and boosts organizational commitment of new nurses. This study provides necessary background knowledge of human and material resource management to alleviate the reality shock and help vocational adaptation to reduce turnover rates of new nurses. Hence, with such results, this study aims to provide basic information on future coaching leadership research and coaching leader defense program developments.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.99-114
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• 2016

The purpose of this research is to identify the relationship between EVLN and job insecurity of workers and to establish the mediating effect of perceived organizational obstruction in the relationship with job insecurity and EVLN. For the proof analysis of this research, a survey was done on 350 people on/off line. Summary of the result of the research is as follows. Perceived organizational obstruction has mediating effects in the relationship with job insecurity, exit, voice and neglect. This study contributes to the understanding of perceived organizational obstruction by developing an theoretical model, incorporating the role of job insecurity and EVLN. In conclusion, this study suggests that in the organization developing EVLN, job insecurity and improving workplace spirituality of employees needs to be considered for adaptation.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.3
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• pp.189-204
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• 2013

Today, politics, economy and technique in the world are rapidly changed. To respond to these changes public institutions as well as government and corporate try to change themselves and to adapt these situation and environment. Total payroll costs system which is one of critical methods to adapt changing world began to introduce in 2004 for public services in Korea. After exhibition and enforcement, all education administration in Korea adopted this system in 2013. This study focus on how total payroll costs system can be successfully controled and utilized, and who this system increase organizational effectiveness and efficacy in public services. Organizational members' effort, perspective, attitude and behavior are most important factors for organizational change and new option. Organizational change and adaptation always involve members' change and adaptation, so this study emphasizes on members' perspective and attitude on total payroll costs system. As a result, distribution justice, procedure justice, and receptivity about total payroll costs system are related to organizational performance such as job satisfaction and organizational commitment. This means organizational members' perspective(distribution justice and procedure justice) and attitude(receptivity) are most crucial factors for effectiveness and efficacy of total payroll costs system. Furthermore with distribution justice, procedure justice and receptivity, total payroll costs system would increase members' job satisfaction and organizational commitment. To sum up, members' perspective and attitude are most important factors for change, thus for success of total payroll costs system, we should understand how people are critical, especially their distribution justice, procedure justice, and receptivity; and also how total payroll costs system are valuable system; and how we can control and handle this system.

• The Journal of the Korea Contents Association
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• v.17 no.10
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• pp.110-119
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• 2017

According to the ministry of defence(2015), 49.329(13.6%) of 359,059 in results of the personality test for the korean enlist military in 2015 were exposed. in "the preventive group"and "the risk group". This study tried to search through the adaptation strategy on the transformational leadership in order to adjust well in the military organization for them. For this, conducted a survey of the psychological well-being, organizational commitment, job satisfaction with 350 soldiers of 3 Field headquaters. The result, Military commander's transformational leadership got a positive effect on the organizational commitment and the psychological well-being but not the job satisfaction. The psychological well-being got a positive effect on the organizational commitment and the job satisfaction. Also, The psychological well-being mediated a relation of the organizational commitment and the organizational commitment, the organizational commitment and the job satisfaction. This suggests the importance of the psychological well-being to improve the organizational commitment, the job satisfaction to soldiers in a military organization. Also, This suggests that the military commander's transformational leadership can be very important factors to improve the psychological well-being to soldiers in a military organization.

• Journal of Practical Engineering Education
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• v.11 no.1
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• pp.105-115
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• 2019

This study focused on the importance of job position as a role model for female career adaptation. To do this, we used the KWMP data to conduct a Multinomial logit analysis to examine the influence factors of the tenure women managers. As a result, first, section chief position showed a low level of life satisfaction and showed difficulty of beginner's manager. Second, it is predicted that the position of the Deputy Head of Department will establish the identity of work as an intermediate manager. Third, head of department Director showed a high age, target status, possibility of achieving the target, and duration of the next job. Fourth, executive level has the least average experience of discrimination on monthly average wage. It was suggested that it is important to develop individual career by recognizing that the organizational atmosphere and personnel management are lower than those of the other positions. It was found that age, organizational atmosphere and personnel management, goal status, possibility of achieving goals, next job tenure period, monthly average wage, welfare, and life satisfaction factors were the most influential factors in women career adjustment. Finally, implications and limitations were discussed based on the results of this study.

• Proceedings of the Korean Association for Survey Research Conference
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• 2000.06a
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• pp.59-87
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• 2000

The hypothesis of this study is that change acceptance and work adaptation of change agents are influenced by positive self-image and risk tolerance. In order to examine the hypothesis, this study was performed with 305 change agents from six branches of a conglomerate company. Specifically, self-image was measured by locus of control, self-efficacy, self-esteem, and positive affectivity; risk tolerance was measured by tolerance for ambiguity, risk aversion, and openness to experience. The result of this study indicated that self-image and risk tolerance significantly predicted change acceptance and work adaptation. Especially, the results of structural model revealed that change acceptance mediated the relationship between characteristic variables (such as self image and risk tolerance in this study) and work adaptation. Based on the results, we suggest that change agents keep developing positive self-image and risk tolerance in order to play the key role in leading organizational change.

• Survey Research
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• v.1 no.2
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• pp.59-87
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• 2000

The hypothesis of this study is that change acceptance and work adaptation of change agents are influenced by positive self-image and risk tolerance. In order to examine the hypothesis, this study was performed with 305 change agents from six branches of a conglomerate company. Specifically, self-image was measured by locus of control, self-efficacy, self-esteem, and positive affectivity; risk tolerance was measured by tolerance for ambiguity, risk aversion, and openness to experience. The result of this study indicated that self-image and risk tolerance significantly predicted change acceptance and work adaptation. Especially, the results of structural model revealed that change acceptance mediated the relationship between characteristic variables (such as self image and risk tolerance in this study) and work adaptation. Based on the results, we suggest that change agents keep developing positive self-image and risk tolerance in order to play the key role in leading organizational change.