• Title, Summary, Keyword: team organization characteristics

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The Influences of a Team System's Introduction to Hospital Organization, Regarding Job Satisfaction and Organization Commitment (병원조직에 팀제 도입이 팀직무만족과 팀조직 몰입에 미치는 영향)

  • Choi, Soon-Yeon;Nam, Eun-Woo
    • Korea Journal of Hospital Management
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    • v.5 no.1
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    • pp.232-271
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    • 2000
  • The introduction of a team system to any organization is usually to improve that organizations dynamics, by increasing the proper adaptation to rapidly changing environments, by reducing approval procedures, and by promoting power authorization. In this regard, this study was carried out in an attempt to determine (1) whether or not the introduction of a team system can be as effective in hospital organizations as it has been in business organizations, and (2) what behavior factors influence such effectiveness. For the current study, questionnaires were distributed to the employees of a university hospital in Pusan. Four hundred eighty three of them(94.7%) were retrieved and analyzed through statistical processes. The three types of variables that were found to influence team effectiveness were: (1) independent variables of team organization characteristics, such as communication, organizational atmosphere, leadership and team knowledge, (2) intervening variables of team organization characteristics. such as job autonomy, technological variety, task subjectivity, task feedback and task importance, and(3) the dependent variables of team level effectiveness, such as job satisfaction and commitment to team organization. The gathered data were processed by using the 6.12 version of the statistical program SAS(Statistical Analysis System), and the reliance coefficient of those measured variables was then evaluated as an average of 0.78. The influence of team level effectiveness was analyzed by using multiple regression analysis. These differences in effectiveness were then analyzed on the basis of related mean values, while the differences among demo-sociological characteristics were analyzed by using the dispersion analysis(ANOVA) and the t-test. The results of the study can be summarized by the following. First, regarding the relationship between team organization characteristics and team level effectiveness, all of the factors including communication, organizational atmosphere, leadership and team knowledge were found to have a significant influence on effectiveness. Second, the factors of team job characteristics, such as technological variety, task importance and job autonomy, had significant effects on job satisfaction and organizational commitment among the teams members. Team level effectiveness was generally high, while team job satisfaction was higher the teams organizational commitment. Third, regarding the demo-sociological characteristics, team level effectiveness was found to be higher among those who were older, who had more job experience, and who had a higher position. Comparing the differences among job types, the effectiveness was relatively higher in the fields of nursing and administration/management then in other fields. Further study should be done towards the setting of variables for characteristics of hospital organization, developing suitable methods of measurement, and researching individual level effectiveness.

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A Study on the Team Organization as an Alternative Structure for University and College Libraries. (대학도서관의 조직대안으로서의 팀제조직에 관한 연구)

  • 오동근
    • Journal of Korean Library and Information Science Society
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    • v.30 no.3
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    • pp.345-363
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    • 1999
  • This study is to analyze the tea organization introduced lately to many university and college libraries in Korea. First, it investigates the background many libraries in Korea have introduced or consider to introduce the organization. And then it reanalyzes the concept, characteristics, and types of the team organization with a special regard to libraries. Finally, it investigates the current status of the organization in Korean university and college libraries based on some selected examples, and suggests some major anticipated problems and obstacles and possible actions to cope with them.

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Analysis of ERP System Success Factors Depending on Organizational Culture and Size (기업의 조직문화와 기업의 규모에 따른 ERP 시스템 도입의 성공요인 분석)

  • Jung, Chang-Wook;Kim, Il-Kyoung
    • Journal of Information Technology Services
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    • v.6 no.2
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    • pp.35-47
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    • 2007
  • The purpose of this thesis is to analyze the success factors of ERP system in corporations and to know what is different in the factors depending on organizational culture and size. Considering there are various results from introduction of the same information technology(IT), it is implied that organizational characteristics make a difference. In this thesis we did factor analysis and multiple regression about the factors based on the previous studies and analyzed the priorities depending on organizational culture and size. The results show that mechanistic organization has key success factors of work process change, project team abilities, and determination of CEO while organic organization has those of work process change and project team abilities. Plus bigger sized organization has success factors of work process change, project team abilities, and determination of CEO while small sized organization has those of work process change and project team abilities.

The Problems and Solutions of the Team System of University Libraries in Korea (한국의 대학도서관 팀제의 문제점과 개선방안)

  • Yoon Hye-Young
    • Journal of the Korean Society for Library and Information Science
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    • v.38 no.4
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    • pp.5-24
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    • 2004
  • This study was conducted to find out how the team organization works and to suggest better ways of applying the team system to a library organization. In this study, the survey was conducted to examine the characteristics of the university libraries that have adopted the team system, and the problems in operation were analysed. The findings indicate that staffs at the university libraries had a comparatively negative image of the team system, and that university library has provided insufficient training and less supports for their staffs in the process of adopting the system. This study might be applicable to any strategy which seeks to reduce bureaucracy, empower staff, create a team system culture. and enhance the delivery of high qualify services.

An Empirical Study on the Impacts of the Team-Based Organization Characteristics on Team Effectiveness in the University Library (대학도서관 팀제 운영방식이 팀 효과성에 미치는 영향)

  • Yoon, Hye-Young
    • Journal of Korean Library and Information Science Society
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    • v.35 no.4
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    • pp.23-40
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    • 2004
  • This study examined the impact of team characteristics(introduction of the team approach team empowerment, leadership of team leaders, open communication director's commitment) on team effectiveness (adaptability to the environments, job satisfaction the positive team culture, cost efficiency) in university libraries. The study used a survey design with a questionnaire to staffs who worked at f academic libraries in South Korea. The major findings from the empirical analysis are as follows. The well-prepared introduction of team approach and director's strong commitment were positively related to the team effectiveness variables such as adaptability to environment, job satisfaction, and cost efficiency.

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Effects of Game Development Organization on Game Development Result (게임개발 조직의 특성이 게임개발 성과에 미치는 영향)

  • Baek, Seunghee
    • Journal of Korea Game Society
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    • v.18 no.6
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    • pp.83-94
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    • 2018
  • This study is to find out how to improve the efficiency of game development by analyzing the effects of the characteristics of game development organization on game development performance. The characteristics of the game development organization were set as independent variables, consisting of game project management characteristics, PM characteristics, game development team characteristics, and organizational culture. Game performance is divided into game project performance and game development final performance. As a result, the characteristics of the four game development organizations were found to be a significant factors in the game project performance and game development final performance. This study suggests that the environment that can focus on game development and appropriate management education for managers are needed to enhance the competence of members in game development team.

A RBAC Model Considering the Characteristics of the Adhocracy Organization (애드호크러시 조직의 특성을 고려한 역할기반 모델)

  • Shim, Won-Bo;Park, Seog
    • Journal of the Korea Institute of Information Security & Cryptology
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    • v.12 no.4
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    • pp.41-53
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    • 2002
  • Role Based Access Control (RBAC), which is a method, using role as an access control, has been popular with users and it is recognized as an effective method to replace the Discretionary Access Control and the Mandatory Access Control However, the existing Role Based Access Control Models have only been limited to the bureaucracy organization in which a distinctive hierarchy system was used, incorporating a stable structure and a standardized work system. Only in some parts, some access control models have been used, which supports 'Team' concept, such as Team Based Access Control Model. However, it did not incorporate the characteristics of the adhocracy organization, which is similar to the company's task force team, whose characteristics are organic, temporary, no standardized operation procedures, and many frequent changes. In this study, we have discussed the characteristics of the adhocracy organization which is different from the existing bureaucracy organization, and we have also discussed the problems related to when the existing access control models are used as the access control model for the adhocracy organization due to its characteristics. In addition, based on the problems, we have suggested an improved role based access control model for the adhocracy organization, and have come up with the solutions when any problems occur in the access control system.

The Effects of Team Characteristics on the Innovation Performance in R&D Organizations : The Mediating Effect of Creative Climate (R&D조직의 창의적 팀 특성이 혁신성과에 미치는 영향 : 창의적 풍토의 매개효과)

  • Jang, Eun-Young;Kim, Byung-Keun
    • Journal of the Korean Operations Research and Management Science Society
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    • v.41 no.4
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    • pp.75-93
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    • 2016
  • This study aims at analyzing the relationship between team characteristic and innovation performance. The mediating effect of creative climate on the team characteristic and innovation performance is also measured. Based upon literature review, individual creative characteristics, team diversity, team cohesion, task characteristics are presented as antecedents of team characteristic. Creative climate affects the creative behavior and innovative performance. Creative climate is measured as the Team Climate Inventory (TCI) proposed by Anderson & West (1998) including goal, participative-autonomy and innovative-support. Data were collected from 186 survey responses (54 Teams) out of total 462 (69 teams) from the R&D department of a major ICT firm in Korea. Empirical results show the diversity, cohesion, job characteristic, individual creative characteristic have a positive effect on the creative climate and innovation performance. The participative-autonomy climate factor appears to mediate the relationship between team characteristic (diversity, cohesion, job and individual characteristics) and innovation performance. However, the mediating effects of goals and innovative-support factors were not significant statistically. It was confirmed that the organization can contribute to improve the team innovation performance by facilitating a autonomy and participative climate as well as fostering the team characteristic.

The Effects of Team Network Characteristics and Boundary Spanning Activities on Knowledge Management Performances: The Mediating Role of Trust (팀 네트워크 특성과 경계관리 활동이 지식경영 성과에 미치는 영향: 팀 신뢰의 매개역할)

  • Goh, Yumi;Kim, Jee-Young;Chung, Myung-Ho
    • Knowledge Management Research
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    • v.14 no.5
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    • pp.101-120
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    • 2013
  • The effective management of knowledge has become one of the critical success factors in current organizations. In spite of the extensive use of Knowledge Management System (KMS), useful information and knowledge resources are still transmitted through personal networks among people in organizations. Thus, social network theory which focuses on social relationships in organization can be a fruitful theoretical resource for enhancing Knowledge Management (KM) performances. In this study, we investigate the effects of intra-team network characteristics (i.e., group density and degree of centralization) and external boundary spanning activities on knowledge management performances of a team. We also acknowledge that all group members do not necessarily agree on the team goal and actively disseminate useful information and knowledge. Drawing on the political perspective on KM which emphasizes the role of trust among group members, we examine the mediating effects of team trust between internal/external network characteristics and KM performances. From the data of 220 teams in financial companies in Korea, we found that: (1) group density had positive effects on KM performances (i.e., knowledge creation, sharing, and use). (2) However, centralization was not significantly associated with KM performances. (3) Team trust was found to be an important factor mediating the relationship between intra-team network characteristics, boundary spanning activities, and KM performances. Based on these results, we discuss and suggest possible implications of the findings when designing and implementing KM practices.

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The Effects of Job Characteristics on the Team Creativity of Distribution Companies: Moderating Effects of Transformational Leadership

  • Lee, Ji Ye
    • The Journal of Asian Finance, Economics and Business
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    • v.5 no.4
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    • pp.161-172
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    • 2018
  • The purpose of this study is to investigate the causal relationship between job characteristics and creativity. The role of transformational leadership is also examined. To identify the relationship between core team job characteristics and transformational leadership, an empirical survey was conducted through surveys of domestic distribution companies. Among the collected questionnaires, missing and insincere responses were excluded and 636 individuals of 107 teams were used for the SPSS 18 analysis. It was found that job meaningfulness was positively related to team creativity and transformational leadership also had a significant effect. Task feedback was shown to be an important factor on the motivation to perform tasks successfully. In the case of transformational leadership, this leadership style helped individuals overcome fear by providing support, sympathy, and consideration to create novel ideas. But, its effects were different on team creativity when it interacted with core job characteristics. Departments where creativity is highly emphasized within an organization are able to design job characteristics which fit the task at hand. Moreover, transformational leadership brings about different effects on team creativity when it interacts with job characteristics. The findings of this study suggest that organizations should consider characteristics of tasks and individuals as well when conducting education and training.