• 한국병원경영학회지
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• 제17권4호
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• pp.71-86
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• 2012

The study was a descriptive research to investigate the effect of job satisfaction and self-leadership of members of small and middle-sized hospital on organizational commitment. Collection of data was conducted throughout members of small and middle-sized hospitals with explanation of purpose from 2011, Oct, 1st to 10th. Collected data was analyzed by T-test, ANOVA, Scheffe test and hierarchical regression analysis with utilizing SPSS Win 16.0. As a result of the expected effect, a degree of effect on organizational commitment has explanation 65.1%(F=183.804) on job satisfaction and self leadership. Also, it was job satisfaction that was found to be more effective, where explanation for it was ${\beta}$=.755 and self-leadership ${\beta}$=.264. With considering these facts, both factors are effective for organizational commitment. Therefore, to improve organizational commitment, it pays systemized strategies and ever more proactive efforts. To strengthen the self leadership, it needs changes in cultural aspects of hospitals to enlarge accessibility to information and opportunities for education and to expand freedom in their responsibility. Great effort on changing in cultural aspects of hospital would, based on effective interrelationship with members, improve efficacies of organization and efficiency of management.

• 가족자원경영과 정책
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• 제19권4호
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• pp.163-181
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• 2015

This study focused on the Healthy Family Support Center and Multicultural Family Support Center, which supervise the main field of family resource management with institutional household factors. Our research objective was to present datas demonstrating an improvement in the organizational effectiveness of the Multicultural Family Support Center. The burn out average of employees working for the non-profit organization was 2.45, emotional burnout was 2.87, achievement was 2.43, and dehumanization was 2.06. The effectiveness average of the nonprofit organization was 3.56, profitability was 3.65, job satisfaction was 3.58, and organizational commitment was 3.45. The generic characters that caused burnout were age, information, and professionalism in research. The generic characters and burnout that affected the organizational effectiveness included a lack of accomplishment, and emotional exhaustion, and depersonalization, lack of information and professionalism, lack of external resources in that order. The purpose of this research was to determine the effects of burnout in order to prevent job changes and to provide basic data for the improvement of organizational effectiveness.

• The Journal of Asian Finance, Economics and Business
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• 제7권2호
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• pp.309-316
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• 2020

This study aims to measure the relationship between corporate social responsibility (CSR) and affective commitment (ACO), normative commitment (NCO), and organizational performance in food processing enterprises (FPEs) in the Mekong River Delta, Vietnam. To test the initial model proposed in this paper, a total of 422 owners, directors and managers of FPEs were interviewed from some provinces in the Mekong River Delta. The method of exploratory factor analysis (EFA) is initially employed, then confirmatory factor analysis (CFA) and structure equation modelling (SEM) are used. The results of SEM showed that higher affective commitment was correlated with normative commitment. The results showed that four aspects of CSR toward employees, customers, environment and legal are significant factors. As a result, ACO and NCO act as mediators between CSR and organizational performance. This finding provides strong evidence of the important role of CSR to support positive impacts on ACO, NCO, and orgazational performance (OP). In addition, the success of the organizational performance is also found by contributions of CSR and NCO to its changes. Although ACO does not directly affect performance, it has a positive effect on the NCO. Therefore, it is necessary to enhance the implementation of CSR to promote implementation of organizational commitments.

• 무역학회지
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• 제44권3호
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• pp.171-189
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• 2019

As many studies have contributed to various aspects of the market by utilizing market orientation, however, this study has tried to overcome limitations of existing studies and suggest more concrete and extended implications. In this study, the relationship between market orientation, responsiveness to market change, and organizational performance of SMEs was examined and compared with characteristics of SMEs (manufacturing and service firms). As a result of the verification, interfunctional coordination has a strong influence on the ability of the organization to respond to market changes as well as customer orientation and competitor orientation. And responsiveness to market change, organizational flexibility has a strong impact on both personal performance and overall team performance. As a result of the comparative study, it can be concluded that manufacturing firms emphasize competitor orientation and organizational agility while service firms emphasize customer orientation and organizational flexibility.

• 한국경영정보학회:학술대회논문집
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• 한국경영정보학회 2008년도 춘계학술대회
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• pp.338-343
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• 2008

Government intervention, industry cooperation, new vendors, and foreign competition are all factors that exert a powerful influence on the information technology, marketplace, and on the individual IS organization. When these influences need to change an organization, it is likely the culture or identity of the organization will be targeted for change. Because an organization is also composed of cognitive frameworks, there is an implication that the existing cognitive structures are in jeopardy. Thus, the cognitive component is important in how all members of organizations react and respond to change. This paper defines cognitive process and its related research history, introduces organizational change matters, tries to solve conflicts in organizational changes, and applies this topic to the information systems field.

• 대한안전경영과학회지
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• 제18권3호
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• pp.117-125
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• 2016

The organization which is does sale activity in 21c, face a radical environment changes and high competition. To overcome from these situation, employee who is does sale in field are important to set sustainablity to the organization. A sales person is one of member in organizations, so they have a relation with other employee in process of job. To increase there performance and satisfaction, LMX is focused by many researchers. LMX can increase job satisfaction which can increase job performance thought organizational justice. And career of employee can has moderate effect between LMX and organizational justice. To figure out casual relationship among factors, researcher conduct a empirical analysis use 210 samples from SME saleman. Result of empirical study show us every hypothesis which researcher set up has supported. Based on this result, reseacher provide manageric implications and conclusions.

• 경영과학
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• 제30권1호
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• pp.149-165
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• 2013

This study empirically investigated the changes of performance evaluation systems under the environment of supply-chain e-commerce. The objectives of e-commerce include obtaining financial profit, internal innovation through processes integration, learning with information flow, and customer satisfaction through quick response. These objectives are generally consistent with the four evaluation measures of balanced scorecard(BSC). This study, first, demonstrated that perceived environmental uncertainty(PEU) has a significant effect on the adoptions of e-commerce and BSC, and severe competition positively influences the use of e-commerce. With cluster analysis and subgroup analysis, we also showed that under the high adoption levels of e-commerce, the high utilization of BSC can improve the supply-chain performance of a firm. In addition, it was found that the use of e-commerce indirectly and significantly affects supply-chain performance through inter-organizational information flow, and the supply-chain performance of a firm leads to the improvement of organizational performance.

• 대한간호
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• 제35권4호
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• pp.51-56
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• 1996

This research was an attempt to restructure the curriculum of pediatric clinical education on the base of the analysis of the pediatric clnical experience of nursing students acquired according to the traditional hospital-based pediatric clinical education and the evaluation of its results. As the focus of health care changes, pediatric clinical education the future necessitates changes in the traditional clinical experince at all levels. The traditional concentration of clinical experience within an acute care setting must be restructured to include the expanding future roles of the nurse and the changes in the health care structure. In order to meet the need for restructuring, it is inevitably necessary to adopt an organizational design for pediatric clinical experience that is not all traditional. The additional experiences and variety of settings will enhance the quality of pediatric clinical experience. And as a matter of course this organizational change will enhance the student learning experience by giving them the opportunity to observe normal growth and development, preventive health care measures, and the role of the nurse outside the acute care setting. As the nursing's focus changes to meet the challenges of the future the faculty must apply themselves to these changes to prepare students for the future. Students must be ready to fill the many roles that nurses will hold in the future.

• 디지털융복합연구
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• 제16권2호
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• pp.235-242
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• 2018

본 연구는 간호사의 심리적 계약이 발언행동에 미치는 영향을 확인하여 조직의 인적자원관리와 효율적 병원 경영을 위한 기초자료를 제공하고자 하였다. 연구 참여에 동의한 간호사를 대상으로 실시한 서술적 조사연구이다. 연구결과 심리적 계약의 조직의무 이행 인식정도에서 거래적 계약과 관계적 계약 모두 낮게 나타났으며 발언행동은 지지적 발언, 건설적 발언, 저항적 발언, 부정적 발언 순으로 나타났다. 심리적 계약과 발언 행동의 하위 영역 관계를 보면 거래적 계약과 건설적 발언은 양의 상관관계가 있었으며(p<.05), 관계적 계약과 부정적 발언은 음의 상관관계가 있었다(p<.05). 따라서 의료기관은 새로운 정책, 조직 변화를 수행하고자 할 때 간호사의 역할 변화에 따른 내적 외적 보상이 이루어질 수 있는 시스템을 구축하는 것이 필요하다. 또한 간호사가 정책이나 조직변화에 적극 참여할 수 있도록 조직문화를 개선시키는 것이 필요하다.

• 지식경영연구
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• 제23권4호
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• pp.21-41
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• 2022

4차 산업혁명을 견인하고 있는 AI와 빅데이터, 메타버스, 사물인터넷과 같은 디지털 기술들의 발전과 함께 RPA(Robotic Process Automation)의 발전은 기업과 소비자에게도 큰 발전과 변화를 가져왔다. 본 연구는 지속적 발전하고 있는 RPA의 현장 중에서도 조직 내의 인간과 시스템 간의 상호작용으로 연결된 분야인 콜센터의 상담 서비스에서 발생하는 다양한 현상에 주목하고 있다. 특히 복합적인 첨단 시스템과 전문운영집단의 결합으로 이루어진 콜센터 서비스영역은 이제 인공지능이 상담을 진행하는 단계까지 이르렀다. 이런 변화와 함께 RPA 조직 내에서 조직원들의 기술적 스트레스와 그 해결방안에서도 많은 변화가 있었다. 본 연구에서는 '보이지 않는 수고'로 표현되는 디지털그림자노동(Digital Shadow Work; DSW)과 '직무 외 조직에 도움이 되는 행위'인 조직시민행동(Organizational Citizenship Behavior; OCB)을 연구의 핵심으로 고려하여, RPA의 진화에 따른 기술 스트레스와 그 해결방안에서 나타나는 대표적인 심리적 기제를 제안하고자 한다. 본 연구는 DSW의 개념을 조직 내부와 조직 구성원에 대한 적용으로 확장한다는 점에서 연구적 공헌점이 있다.