• 간호행정학회지
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• 제13권2호
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• pp.208-218
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• 2007

Purpose: This study aimed to identify the relationships of superior's leadership to supervisory trust and organizational commitment of nurses. Method: Subjects were 386 nurses in 8 general hospitals at G city and Seoul. Data were collected with self-administered questionnaires and analyzed using SAS 8.12 by applying ttest, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Results: Superior's transformational leadership was $3.54{\pm}0.53$ and transactional leadership was $3.40{\pm}0.36$. Supervisory trust was $3.14{\pm}0.46$ and organizational commitment was $3.18{\pm}0.53$. Superior's transformational leadership was positively correlated with transactional leadership, supervisory trust and organizational commitment with each others. The level of supervisory trust and organizational commitment were different significantly by age, educational status, clinical career, position and superior's leadership level. Major factor that affect to supervisory trust and organizational commitment of nurses was transformational leadership, which had an explanation of 45.9% and 29.8%. Conclusions: The more nurses perceived the superior's transformational leadership, the higher nurses perceived supervisory trust and organizational commitment. Therefore, these variables generally screened and other factors should be analyzed. And if specified nursing intervention program which increase superior's transformational leadership will be developed, it may contribute to strengthen the effectiveness of nursing.

• The Journal of Asian Finance, Economics and Business
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• 제8권1호
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• pp.1051-1062
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• 2021

The improvement of the performance of savings and loan cooperatives in Indonesia is a challenge in the digital era. The purpose of this research is to find how big the role of psychological climate is in mediating the relationship between leadership and organizational commitment. This study hopes to confirm the influence of leadership and psychological climate on organizational commitment and examines the psychological climate intervention (mediation) on the relationship between leadership and organizational commitment of the cooperatives. The population of this research is all members of the cooperative in Bali. This study uses a saturated sampling method to determine the sample. Data collection was carried out through questionnaires and data analysis using PLS. The results showed that in the digital era, leadership has a positive effect on organizational commitment, psychological climate, and in the end, will provide positive organizational commitment. Psychological Climate mediation answers the question that the impact of leadership and commitment will continue to exist and perform in an era of disruption. Culture is important in an organization; some areas such as Bali have a thick local culture. Perhaps future research should be improved on local culture and leadership transformation.

• 대한간호학회지
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• 제37권4호
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• pp.529-539
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• 2007

Purpose: This quantitative meta analysis sought to determine the effectiveness of SMIs. Method: Forty-six experimental studies with a randomized or nonequivalent control group pre-post test design were included in the analysis. The selected studies were classified according to the sample characteristics, the types and methods of the interventions, and the types of outcome variables. Six intervention types were distinguished: cognitive-behavioral intervention(CBT), relaxation techniques(RT), exercise(EX), multimodal programs 1 and 2(MT1, 2), and organization-focused interventions(OTs). Effect sizes were calculated for the 4 outcome categories across intervention types: psycho-social outcome, behavioral-personal resources, physiologic, and organizational outcome. Results : Individual worker-focused interventions(ITs) were more effective than OTs. A small but significant overall effect was found A moderate effect was found for RT, and small effects were found for other ITs, The effect size for OTs was the smallest. The interventions involving CBT and RT appeared to be the preferred means of reducing worker's psycho-social and organizational outcomes. With regard to physiologic outcomes, RT appeared to be most effective. CBT appeared to be most effective in reducing psycho-social outcomes. The effects of OT were non-significant, except for the psycho-social outcomes. Conclusions: SMIs are effective. Interventions involving RT and CBT are more effective than other types.

• 보건교육건강증진학회지
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• 제27권4호
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• pp.177-188
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• 2010

Objectives: The aim of this study was to examine factors related to smoking behavior, and to develop multilevel communication strategies for smoking cessation. Methods: This paper reviewed theories and empirical findings with currents ecological models to develop communication strategies. Theory comparison was also performed to identify important mediators in the process of smoking cessation. Results: Factors that have been identified to influence smoking behavior ranges from individual perception, attitudes and self efficacy toward smoking to organizational norms, regulations, community capacity, media advocacy and public smoking regulation policy. In order to address these multi-level determinants of smoking behavior, objectives and strategies for smoking cessation intervention were developed utilizing ecological perspectives to cover intrapersonal, interpersonal(mainly family member and peers), organizational and community/public policy level factors. Conclusion: Multilevel approaches have advanced the existing knowledge on determinants of health behaviors. New direction of research focusing on testing multilevel intervention approaches should be expanded to inform the efficacy of applying social ecological models to health behavior change process.

• 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.

• 대한간호학회지
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• 제45권6호
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• pp.857-867
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• 2015

Purpose: The purpose of this study was to investigate individual and organizational level of cardiovascular disease (CVD) risk factors associated with CVD risk in Korean blue-collar workers working in small sized companies. Methods: Self-report questionnaires and blood sampling for lipid and glucose were collected from 492 workers in 31 small sized companies in Korea. Multilevel modeling was conducted to estimate effects of related factors at the individual and organizational level. Results: Multilevel regression analysis showed that workers in the workplace having a cafeteria had 1.81 times higher CVD risk after adjusting for factors at the individual level (p =.022). The explanatory power of variables related to organizational level variances in CVD risk was 17.1%. Conclusion: The results of this study indicate that differences in the CVD risk were related to organizational factors. It is necessary to consider not only individual factors but also organizational factors when planning a CVD risk reduction program. The factors caused by having cafeteria in the workplace can be reduced by improvement in the CVD-related risk environment, therefore an organizational-level intervention approach should be available to reduce CVD risk of workers in small sized companies in Korea.

• 보건의료산업학회지
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• 제10권2호
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• pp.59-70
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• 2016

Objectives : This study was done to identify the influences of workplace spirituality and emotional intelligence on the organizational citizenship behavior of clinical nurses. Methods : The subjects were 230 clinical nurses, working over 6 months in four general hospitals in three cities. Data were obtained from March 20 to March 30, 2016, with a self-report questionnaire, and analyzed using the IBM SPSS 21.0 program. Results : The factors related to the organizational citizenship behavior of nurses were workplace spirituality(${\beta}$=.36), emotional intelligence(${\beta}$=.29), 40 years of age or higher(${\beta}$=.26), working in a special ward(${\beta}$=.11), and turnover intention(${\beta}$=.10). These variables explained 61.6% of the variance in organizational citizenship behavior of nurses. Conclusions : In order to improve the quality of nursing services and business performance in hospital organizations, it is necessary to enhance workplace spirituality and emotional intelligence. This would lead to promoting organizational citizenship behavior through the development and application of intervention programs from a nursing organization perspective.

• 근관절건강학회지
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• 제26권3호
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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.

• 보건교육건강증진학회지
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• 제29권3호
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• pp.63-74
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• 2012

Objectives: We aim to investigate association between health behavior, interpersonal/organizational environment and job stress among government officials. Methods: Through health examination and a survey, this cross sectional study investigated 543 government officials working at Central Government Complex in Seoul, Korea. Health behaviors included alcohol drinking, smoking, moderate exercise and food frequency. Interpersonal environment was measured by health behavior practices of significant others and social support for health promotion. And the measures of organizational environment included facilities for exercise, health related norms and health supportive organizational systems. Job stress was assessed by short version of Korean Occupational Stress Scale(KOSS). Results: The level of job stress among female officials was higher than that of male officials. Multivariate logistic model suggested that higher job stress in male officials was significantly associated with lower position(OR=0.267, p<.01) less grain intake(OR=0.642, p<.05), lower level of social support(OR=0.810, p<.01) and abdominal obesity(OR=2.407, p<.05). On the contrary, female officials' stress level was negatively associated with healthy organizational environment(OR=0.725, p<.05). Conclusions: It is suggested that addressing job stress require tailoring intervention by gender characteristics and integration of interpersonal and organizational level approaches.

• 성인간호학회지
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• 제28권4호
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• pp.399-414
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• 2016

Purpose: The purpose of this study was to review and identify factors relevant to workplace bullying in nursing. Methods: Twenty-three studies that met the criteria were selected from a sample of twenty-six studies. These articles were retrieved from a central literature databases (N=13,241). The total correlational effect size (ESr) for each related factor was calculated from Fisher's Zr. A funnel plot inspection (similar to scatter plot) with a trim-and-fill method was used to assess the publication bias of the meta-analyzed studies. Results: From the systematic review, fifty-one factors were identified as having an influencing effect. Fourteen factors (five individual and nine organizational factors) were eligible for meta-analysis. The individual factors included, self-esteem (ESr=-.31), psychological capital (ESr=-.26), and marital status (ESr=-.06) which were significantly correlated with workplace bullying. Organizational factors included, organizational tolerance (ESr=.48), supervisor incivility (ESr=.47), job stress (ESr=.46), group morale (ESr=-.36), group support (ESr=-.35), supervisor leadership (ESr=-.35), group identity (ESr=-.33), and structural empowerment (ESr=-.27). These factors were significantly correlated with workplace bullying. There were no publication biases except for both individual and organizational factors. Conclusion: Organizational factors have more of an greater impact than individual factors on workplace bullying. The results of this study support the need for intervention at the organizational level.