• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.32 no.3
• /
• pp.49-58
• /
• 2009

Healthcare organizations need mutual cooperation among various medical professionals in order to carry out the performance of their duties spite of haying a strong job specialization and independence based on license. However, spite of the importance of leadership roles, there have not been enough researches dealt with leadership effect under the complex duties' relationship of a healthcare organization. This study suggested a new model by combining characteristics of leadership style, job satisfaction, and organizational commitment using Structural Equation Model (SEM). The data were self-administered questionnaires collected in 2006 from 437 employees (nurses, medical technicians, and administrative staffs) of 5 hospitals located in Seoul. The items of questionnaire were composed as a method of choosing new leadership style based on the Bass's standardized questionnaire on a Iransactionaljtransformational leadership combining the Leader Behavior Description Questionnaire-XII (LBDQ-XII) of the Ohio State University and Graen and Uhl-Bien's LMK scale through simulation techniques responding to organizational commitment. As a result, the leadership style increasing employees' self-confidence and having continuous response relationship between managers and employees improved their discretion and empowerment as well as worthwhileness and pride. However, the leadership style emphasizing reward and a sense of duty brought about a bed result that was not able to effectively respond to employees' discretion and empowerment and even weakened their worthwhileness and pride. After all, the leadership style based on vision and change had an effect on organizational commitment but the other one based on reward and a sense of duty seemed to be unsuccessful in organizational commitment. Therefore, the desirable leadership in a healthcare organization should be based on employees' self-confidence and continuous response relationship between managers and employees.

• The Korean Journal of Health Service Management
• /
• v.5 no.2
• /
• pp.91-104
• /
• 2011

This study is focusing on the fact that Medical bodies are a labor-intensive organization in the technological field which needs technical knowledge and concerted efforts and then explaining the job value and the workplace value on the basis of trust in terms of a sense of organizational unity. The study reveals that, the higher recognition of their seniors the medical workers have, the higher level of self-esteem for job value they have. In terms of personal characteristics, educational experience has a meaningful influence on self-esteem for job value; in terms of job characteristics, the period of one`s service and monthly salary have a meaningful influence on it. And, it is found, the higher the pride on workplace, respect and trust in seniors, loyalty to seniors and self-esteem for job value are, the more proud they feel of workplace.

• Journal of the Korean Society of Food Culture
• /
• v.23 no.3
• /
• pp.366-376
• /
• 2008

The purpose of this study was to examine the job satisfaction of foodservice managers at schools in Jeju, Korea, according to the organizational culture and commitment of the school foodservice and administrative departments. The subjects included 144 (98.6%) dieticians from Jeju schools. The data were analyzed by descriptive analysis, reliability analysis, factor analysis, ttests, ANOVA, and Pearson's correlation coefficients, using the SPSS Win 12.0 program. In terms of organizational culture, the dieticians perceived the 'human relations model' and 'internal process model' as the strongest types for the school foodservice departments and administrative departments, respectively. However, for both types, a gap existed between the organizational culture that was perceived and that which was expected. In particular, the subjects expected that the 'human relations model' and 'open systems model' were the most important organizational culture types. In terms of the subjects' organizational commitment scores, loyalty and pride scored highest whereas unity scored lowest. For the level of job satisfaction, the performed work itself scored highest and was deemed most important. Additionally, organizational culture was positively correlated to the factors affecting organizational commitment and job satisfaction. Finally, the surveyed managers had high demands for a human relations-oriented organizational culture to enhance job satisfaction.

• Korea Journal of Hospital Management
• /
• v.4 no.2
• /
• pp.1-20
• /
• 1999

Objectives: Quality of Working Life(QWL) is a set of employee's physical, mental conditions which are perceived at their work. Most employees and managers are concerned about the quality of working life as a strategy for improving organizational effectiveness. The purpose of this study is to investigate the relationship between QWL and organizational effectiveness of employees at the general hospital. Methods : Data were collected by self-administered questionnaires at the general hospital in Kyunggi-Do. Survey was conducted to 675 workers. QWL was measured by using 5 items from the scale developed by Walton(1973). Organizational effectiveness was measured by measuring organizational commitment, intention of job-shift, and job satisfaction. Results: The recognitions to each component of QWL were significantly different by socio-demographic characteristics such as sex, age, education levels and working duration. Also, QWL were significantly different by types of organizational culture. Multiple regression analysis and multiple logistic regression analysis were applied to find the relationship of QWL and organizational effectiveness. As a result, job-pride, compensation, working condition, human relationship and development showed significant relationship with organizational effectiveness. Conclusions: These results show that QWL is significantly related to organizational effectiveness. So we expect that this result will be used as basic informations for management and motivation of employees at the general hospital.

• Journal of Korean Academy of Nursing Administration
• /
• v.10 no.1
• /
• pp.63-81
• /
• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• Korean Journal of Culture and Social Issue
• /
• v.11 no.spc
• /
• pp.57-67
• /
• 2005

This paper attempted to explore the plausible reasons why change activities to build up organizational trust might be often short-lived, even though it can become the most valuable social capital for an organization. Based upon a reference data collected from a large company in various methods, retrospective rationalization, difficulties embedded in the processes of realizing the five bases of organizational trust (such as openness, consistence, fairness, consideration, and pride), and top management's negative conviction were identified and discussed as fundamental reasons for the distrust in the usefulness of organizational trust. In addition, middle managers' overcautiousness about their superiors' feeling and organizational cynicism as contributing factors for the distrust in the form of vicious circle were discussed.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.30 no.1
• /
• pp.39-48
• /
• 2024

Purpose: This study aimed to examine nurses' healthy behaviors during the coronavirus disease 2019 (COVID-19) pandemic and related factors. Methods: A cross-sectional study was adapted, and data were collected from 300 hospital nurses between August and November 2021. The nurses' characteristics, healthy behaviors, COVID-19 stress levels, health self-efficacy, and nursing professional pride were self-reported using structured questionnaires. Multivariable linear regressions were conducted to identify factors related to nurses' healthy behaviors. Results: Healthy lifestyle was the lowest among the subscales of healthy behaviors. Nurses' healthy behaviors were related to age (B=0.15, p=.021), COVID-19 stress level (B=-0.08, p=.007), nursing professional pride (B=0.19, p<.001), and health self-efficacy (B=0.38, p<.001). Conclusion: To enhance nurses' healthy lifestyles during the pandemic, organizational support is needed, such as ensuring facilities for rest or physical activities accessible from the hospital and supplying healthy food in hospitals. Younger nurses, nurses with high levels of COVID-19 stress, and nurses with lower health self-efficacy may benefit from hospital organizations that provide more support and guidance in promoting health behaviors. Furthermore, hospital organizations should promote professional pride by empowering nurses' efforts and reinforcing their values.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.42 no.3
• /
• pp.242-251
• /
• 2019

The purpose of this study was to identify the relationship between complexity, tacit knowledge, know-how, perception, and perception on business performance, and to suggest management implications for corporate performance and organizational executives. Therefore, the implications of this study are as follows. First, corporate representatives and staff in charge of organization should be able to access various information and contents through various routes about the work of members of the organization, and should make efforts to freely communicate among members. Second, corporate representatives and organizational practitioners should consider using the traditional methods of communication within their work, but allowing more informed and inmates to do more off-the-job activities that can increase intimacy with each other. Third, corporate representatives and organizational practitioners should provide a situation in which they can acquire work knowledge in a variety of ways, but must devise communication methods to increase information sharing and information value among members. Fourth, corporate representatives and organizational practitioners should endeavor to provide employees with educational support, family invitation events, awards and bonuses, and compliments that will make them more interested in their work. Lastly, corporate representatives and organizational practitioners are encouraged to maintain effective communication, employee pride, etc., so that the concentration of work, achievement, quality and productivity of work, and high professionalism can be maintained. You will have to work hard.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.6
• /
• pp.565-572
• /
• 2019

As a public research institute, government-supported institutes have led the industrial development and the advancement of science and technology in Korea. Robert Levering has annually selected 'Fortune 100 GPTW(Great Place to Work)' by measuring the Trust Index which was originated by himself. The objectives of this study are to attempt newly to analyze the inter-relations among 5 elements of GPTW trust index such as credibility, respect, fairness, camaraderie, and pride perceived by the K institute's 262 employees; to verify that GPTW trust index is valid for the selection of the fortune 100 GPTW. Amart PLS 2.0 and SPSS 18 were utilized for the statistical analysis. The results of this study are as follows. Credibility has positive effect to pride; respect has positive effect to pride and camaraderie; fairness has positive effect to camaraderie; and camaraderie has positive to pride. Pride and camaraderie have positive effect to the perceived GPTW. Recent studies mainly focused on the relations between GPTW trust index as independent, mediating variables or parameters and organizational performances. It is meaningful that this study has firstly tried to analyze the inter-relations among 5 elements of the trust index for the employees of research institute. This study has implication that the in order to enhance the performance the institute has to manage GPTW trust index perceived by the employees.

• Journal of the Korean Society of Food Culture
• /
• v.23 no.5
• /
• pp.572-581
• /
• 2008

The principal objective of this study was to determine how the internal marketing of the contract foodservice management company affects job satisfaction and organization immersion, as well as the influence of the satisfaction of internal customers (employees) has on job satisfaction and organization immersion, and the function as a preceding variable that improves service quality. T-test, ANOVA, and linear regression analysis was conducted to analyze the hypotheses of the study. The summary of study as per the result of this corroborative study is presented as follows: It was verified that internal marketing affects organizational immersion and the job satisfaction of employees, and job satisfaction plays a crucial role in organizational immersion. Moreover, it was also confirmed that the higher the internal marketing is, the higher the job satisfaction and organization immersion will be, thereby improving the service quality provided by employees. If enterprise regards employees as internal customers and constantly and efficiently conducts internal marketing activities such as internal communication, training, welfare, compensation, delegation of power, supporting the management, etc, the organizational immersion and job satisfaction of employees will be heightened, thereby enhancing loyalty and pride in the organization to provide services with better quality.