• Korean Medical Education Review
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• v.16 no.1
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• pp.42-49
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• 2014

The purposes of this study were to identify and analyze students' attitudes and satisfaction to the portfolio process and assessment for the Introduction to Clinical Medicine course at Ewha Womans University School of Medicine in Seoul, Korea. The subjects consisted of 64 medical school students. Questionnaires consisting of 20 5-point Likert-type items were developed, including three question domains: 1) orientation, 2) portfolios in general, 3) individualized feedback. The mean and median were found and frequency analysis was performed to identify the common characteristics of the participants. A major finding was that 54.7% of the respondents felt that the self-reflection involved in building the portfolio was a valuable learning experience. Plus, the majority of respondents perceived that the individualized feedback had a positive tone and its contents were specific, practical, and constructive. The students perceived that building and writing portfolios heightened their understanding of exit learning outcomes and enhanced their reflective thinking and self-directed learning skills. Meanwhile, some students perceived that there was too much paperwork in the portfolio process and that the process was time consuming. Furthermore, 32.8% of the respondents said that they had difficulty establishing their learning strategies by themselves and self-directing their learning during the portfolio process. In conclusion, it is expected that building a portfolio can help students not only to enhance their ability to accumulate and use their personal learning resources but also to develop the professional qualities required by doctors, such as self-directed learning, self-reflection, lifelong learning, team work, organizational skills, time management and prioritization, and professional thinking and behavior.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.897-908
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• 2022

The purpose of this study is to prove the hypothesis that the learning transfer climate, such as individual learning self-efficacy and corporate innovative knowledge transfer, will play a mediating role in the relationship between design competency strengthening education and individual performance considering the designer's characteristics. This is meaningful in expanding the meaning of design education and training by quantitatively analyzing the learning transfer climate that affects learning self-efficacy and organizational culture according to the characteristics of designers, unlike existing studies that simply investigate the satisfaction of education. Specifically, this study set up seven hypotheses, and as a result, it was found that design capacity building education for designers, learning self-efficacy, and learning transfer climate of companies had a significant effect on individual performance.

• Health Policy and Management
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• v.17 no.1
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• pp.50-74
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• 2007

The purpose of this study was to identify a determent of mastery approach goal and performance approach goal using a basic concept of goal orientations and goal setting theory, and to evaluate a preference of goal achievement index as a balance score card (BSC). The study model proposed had a adoptable level of goodness of fit index(.94) and root mean square residual(.08). The meditating variable, goal contribution, totally mediated the impact of goal commitment, Y-theory human behavior, and self-efficacy but organizational resource contribution for pursuing goal orientation. Moreover, goal contribution significantly determined mastery approach goal(p<.01) and performance approach goal(.05). In standardized effects, the most powerful antecedent of mastery approach goal and performance approach goal were in order of organizational resource contribution(.27/.28), goal contribution(.21/.17), self-efficacy(.07/.06), and Y -theory human behavior and goal commitment(.05/.05), respectively. Moreover, goal contribution had a more powerful impact on mastery approach goal(.21) rather than performance approach goal(.17). In the preference of BSC, all job types preferred learning and growth index in first. In the second preference, medical doctors and pharmacists chose financial results, nurses customer service, and office managers internal processes. Each job type reflected its' own preferred BSC index to that of the other job types. In comparing a preference of four BSC index of each own job type, it was statistically different at p<.001. In conclusion, one who emphasize organizational goal contribution in pursuing goal orientation has a more strong orientation toward mastery approach goal rather than performance approach goal. A hospital should overcome and harmonize the different preferences of four BSC index since the differences might cause organizational conflicts among job types with having each unique professional norm.

• Korea Journal of Hospital Management
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• v.18 no.2
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• pp.33-56
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• 2013

The purpose of this study is to analyze the change of hospitals that patients safety and quality improvement by accreditation process and to examine the impact or interrelation of leadership, organizational culture, hospital management activities and recognition of hospital management performances. The data were collected through a review of the literature, and selfadministered survey with a structured questionnaires to 714 subjects from several medical staff members, administration staff members, nursing staff members, medical technicians and other staff members working in 23 accredited hospitals in Korea. In this analysis hierarchical multiple regression and structural equation model were used. The conclusion of this study provides a theoretical model for understanding organizational changes brought about by accreditation system. Factor on improvement of efficiency and raise the morale, rather than increase of medical income and reduce of the cost factors, had a stronger influence on the accreditation process. In the future, the hospital's participation to induce the accreditation program voluntarily will come up with an alternative policy concern about financial perspective. Also, the hospitals which preparing accreditation program to achieve the goal efficiently, will make use of transformational leadership through enhancing individual consideration and intellectual development to leading members participation. Additionally, non-accredited hospitals should aim at professional culture by innovative and creative approaches, and inviting members to learning and growth in the organization.

• The Journal of the Korea Contents Association
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• v.13 no.9
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• pp.355-368
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• 2013

In securities companies where corporate management performance is heavily dependent on the ability of salespeople, excellent sales-force with the ability to create high performance is very important. However, in the meantime, there was lack of studies on Private Banker's characteristics and sales behavior or sales performance. This study analyzed the effect of PB's characteristics on sales behavior in the Korean Securities Industry. The survey was conducted in March, 2013. 523 responses were used in the data analysis. As a result, PB's 4 characteristics- attitude to work, performance orientation, learning orientation, customer orientation- showed a positive impact on the sales behavior, and the organizational support showed positive moderating effect on this model. In this study, we reported that securities companies must reinforce training and self-development programs in order to improve the characteristics of the PB and to upgrade management performance. In particular, the securities has to rebuild organizational support system to improve the individual characteristics of the PB.

• Health Policy and Management
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• v.22 no.4
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• pp.597-627
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• 2012

As misalignments among images, identity, and legitimacy of health professionals and institutions have been on the rise, CEOs of health care organizations have been required to enhance organizational accountability. Despite the accumulation of literature on the conceptual discussions of accountability, only a few studies empirically investigated key barriers to accountability and its facilitators. To identify perception on accountability with key barriers and facilitators of organizational accountability, a semi-structured interview with 11 CEOs of Korean hospitals was conducted. A short survey was taken to get quantitative data on CEO's perception on organizational accountability. To CEOs, accountability was very complex and unfamiliar concept, but understood as physician's code of ethics by nature and basic principle of hospital management. CEOs thought accountability could be improved through ethical leadership, financial stability and learning climate of hospitals. Distrust of the government, which failed to provide economic incentives for hospitals to increase accountability activities, was emphasized as a serious barrier to hospital accountability. There was consensus among hospital CEOs as to the importance of accountability in management. However, there were concerns that, without policy instruments to motivate hospitals toward increasing community benefits as well as collective efforts among health professionals to rebuild moral climate for being accountable, greater accountability would not be achieved in hospitals.

• The Journal of the Convergence on Culture Technology
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• v.9 no.5
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• pp.635-647
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• 2023

In the pursuit of sustained innovation within industries, the consistent emergence of high-growth potential startups is imperative. Despite the government's implementation of diverse investment-based policies aimed at fostering startup initiation, the inherent probability of post-establishment failure for startups remains substantial. This study examines the impact of internal factors on organizational commitment and corporate performance in startups. It emphasizes the significance of learning and networking orientation for commitment across various organizational aspects. Innovativeness affects emotional and normative commitment but not continuance commitment. Financial attributes and global orientation influence continuance commitment, while affective and continuance commitment significantly impact startup performance. Normative cohesion, however, does not significantly affect performance. These findings offer insights for optimizing human resource utilization in startups, benefiting both companies and governments in the evolving startup landscape.

• The Journal of the Korea Contents Association
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• v.12 no.6
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• pp.497-507
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• 2012

This study aims to verify how the characteristics of organizational supporting unit affect the effectiveness of company-wide HRD Education & Training program. To achieve this objective, we performed an empirical analysis, with the characteristics of organizational supporting unit comprising supervisor's support, job support, and company support as independent variables, and with the level of reaction stage, learning stage, transfer stage, and result stage as dependent variables. Empirical data was collected during the period from August 16, 2011 to September 9, 2011 by sending out questionnaires to employees of 5 securities firms listed on KOSDAQ where online and offline education & training program is running year-round with headquarter in Seoul. A total of 340 questionnaires were sent out three times for the survey, and total of 164 questionnaires were sampled for the final analysis. According to the outcome of the analysis, regarding the first hypothesis that tries to reveal how the characteristics affect the level of reaction stage, it is verified that all of supervisor's support, job support and company support have positive impact on the level of reaction stage with p value less than 0.01. In regard to the second hypothesis that tries to see how the characteristics affect the level of learning stage, it is confirmed that supervisor's support, job support and company support have significant impact on the level of learning stage with p value less than 0.05 or 0.01, respectively. Concerning the third hypothesis that aims to investigate how the characteristics affect the level of transfer stage, it is appeared that all of supervisor's support, job support and company support have positive impact on the level of transfer stage. And lastly, as for the fourth hypothesis that tries to see how the characteristics affect the level of result stage, it is analyzed that supervisor's support, job support and company support have positive impact on the level of result stage with p value less than 0.01. This study reconfirm the outcomes of previous research, which is that the effectiveness of company-wide education & training program depends not only on the contents and quality of education & training program, but also more importantly on the role of organizational supporting unit, and the working environment where what is learned in classroom can be applied to real business. Companies or experts that run education & training program in real world should recognize that the performance of training is dependent more significantly on the characteristics of organizational supporting unit rather than the design or features of education & training program.

• Korean Business Review
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• v.22 no.1
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• pp.77-101
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• 2009

The main purpose of this study is to assess the effect of using Balanced Scorecard, and relationship among learning and growth performance, internal business performance, customer performance, financial performance, and business performance. To achieve this study, theoretical and empirical studies related to Balanced Scorecard were carried out simultaneously. A field survey was undertaken through questionnaire sampling a population of construction firms. The established hypotheses related to Balanced Scorecard and organizational performance were verified by the paired-t test analysis using SPSS. The result of this research are as follows : First, BSC firm's learning and growth performance are higher than those of before BSC adopting firms significantly. Second, BSC firm's internal business performance level is higher than that of before BSC firm's significantly. Third, BSC firm's customer performance level is higher than that of before BSC firm's significantly. Fourth, BSC firm's financial performance level is higher than that of before BSC firm's significantly. Fifth, BSC firm's Business performance level is higher than that of before BSC firm's significantly. This study contributes to the BSC research by being the study focus on the BSC at the general indicators and provides evidence that may help understanding the possible relationship between BSC adoption and improvement of organizational performance. There are some limitations, however, of this study. The result are based on a cross sectional sample of construction firms, which may not be reflective of the entire population.

• The Journal of the Korea Contents Association
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• v.20 no.1
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• pp.1-15
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• 2020

This study examined the factors that influence creative performance in corporate collaboration projects. Specifically to facilitate team collaboration, we identified that scaffolding, which is one of the important factors in organizational learning communication, and the Boundary Objects, which are collaboration tools & vehicle, influence performance. The survey was collected for 203 employees who experienced collaborative projects, and three-step mediated regression analysis was conducted after conducting exploratory factor analysis. In other words, we examined the median effect of boundary objects on the impact of scaffolding on creative collaborative performance. Analysis showed that while the effects of the boundary objects in relation to the impact of cognitive scaffolding on creative performance were not significant, emotional scaffolding had a full-scale effect on the creative performance and also had a full-scale effect on the efficacy performance. Given these results, it is necessary to share a vision and form personal relationships among team members in order to activate them, since scaffolding is useful in organizational learning and boundary objects also have some effect as a medium for promoting collaboration in projects.