• 한국병원경영학회지
• /
• 제4권2호
• /
• pp.266-285
• /
• 1999

The purpose of this study is to identify influencing factors for successful introduction, implementation and management of HMRPS through assessment of the employees attitude toward HMRPS in technical, administrative, and organization behavioral areas. Data were collected from 157 HMRPS employee members' self-reporting questionnaire in three university hospitals in the city of Seoul and Kyonggi Province from November 5 to November 10, 1997. Relevant literature on industry company MPR system theory was reviewed to develop the theoretical framework. The results were as follows: The employee's recognition of tangible benefit were more significantly influenced success than intangible benefit for successful operation relating the HMRPS. Concerning the employee's recognition of the successful HMRPS and the factor of influenced success was significantly positive correlation between tangible and intangible benefits and success factor in technical, administrative, and organizational behavior area. This study showed that major factor affecting the employee's recognition of tangible and intangible benefit for successful HMRPS. For tangible benefits; Success factors in the technical areas were quality of the data and information, efficiency of inventory management and rescheduling of operation plan. Success factors in the administrative areas were: role of top management. Success factors in the organization behavioral areas were; simplicity of the HMRPS, human resistance to change. For intangible benefits; Success factors in the organization behavioral areas were; user involvement, simplicity of HMRPS, human resistance to change. Futhermore as the exact evaluation of successful factors of HMRPS implement is needed, research for the development of systemic variables of physical distribution system control, methods, capacity of system, duration and other environment in many of 30 hospitals or more, and for the empirical study for HMRPS.

• 한국콘텐츠학회논문지
• /
• 제21권3호
• /
• pp.783-795
• /
• 2021

본 연구는 정부 내 조직 관리상 자율성 증진 및 성과 중심 관리를 위하여 현재 운영 중인 책임운영기관에 대한 평가제도와 운영 효과 간 연계성에 대하여 살펴보았다. 이를 위하여 책임운영기관 중 지방통계청 공무원 510명을 대상으로 평가제도 운영에 대한 의사소통, 평가지표의 타당성, 기관장의 관심, 평가결과의 활용, 평가과정의 투명성, 책임운영기관 제도 운용상 효과성에 대한 설문 조사를 시행하였다. 구조방정식 분석결과에 의하면 평가지표의 타당성과 기관장 관심이 높을수록 평가결과의 활용과 평가과정의 투명성에 긍정적인 효과를 주며 제도운영에 효과성 또한 높게 인식하였다. 하지만 의사소통의 경우 평가 과정상 투명성에는 긍정적인 효과를 주었으나, 평가결과의 활용에는 효과가 나타나지 않았다. 이러한 연구결과는 책임운영기관 평가제도의 운영에 있어서 평가와 관련된 조직 내의 의사소통에 대한 고려가 필요하다는 점을 확인하였다는 데 의미가 있다.

• 대한지리학회지
• /
• 제51권3호
• /
• pp.381-399
• /
• 2016

충청북도 괴산군과 증평군은 2003년에 행정구역이 분리되었다. 괴산군은 농촌, 증평군은 도시 지역이다. 본 연구의 목적은 행정구역이 분리된 충청북도 괴산군과 증평군의 변화를 살펴보는 것이다. 충청북도 괴산군과 증평군의 변화를 인구와 최고지가, 산업별 종사자와 입지 계수를 중심으로 살펴보았다. 괴산군의 인구는 감소, 증평군의 인구는 증가하였고, 최고지가의 상승률은 증평군이 더 높다. 2013년 기준으로 입지 계수를 보면, 증평군은 제조업과 생산자 관련 서비스업, 괴산군은 농업과 광업, 소비자 관련 서비스업이 발달하였다. 이러한 결과가 나타난 것은 괴산군과 증평군의 지역 특성이 다르기 때문이다.

• 한국프랜차이즈경영연구
• /
• 제7권2호
• /
• pp.5-14
• /
• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• 대한한의학회지
• /
• 제33권2호
• /
• pp.56-63
• /
• 2012

Objectives: To undertake manpower-related improvements based on a comparison between specialists in the traditional Korean medicine hospitals(TKMH) and their counterparts in Western medicine Methods: A survey of the TKMH based on questionnaire sheets dispatched to them by mail(57 of 142 responded) in the June December, 2008 period, and on almanac statistics provided by the Ministry for Health, Welfare and Family Affairs of Korean Government. Results: Overall, the workforce engaged in the traditional Korean medicine hospitals comprises traditional Korean medical doctors(28%), nurses(23%), administrative staffs(19%), assistant nurses(9%), medical record keepers(2%), nutritionists(2%), herbal pharmacists(1%), and others(16%). Each hospital has 16.5 traditional Korean medical doctors on average, which can be broken down into 6.2 specialists, 1.3 generalists, and 9.3 residents/interns. Only 10.7% of whole of traditional Korean medical doctors work in the hospitals, compared to 54.5% of Western medicine doctors. The ratio of traditional Korean medical doctors to the entirety of employees in the TKMH is 2.5 times higher than their Western medicine counterparts, while the ratio of medical technicians to the entire employees in the TKMH is 20 times lower than in the Western medicine counterparts. Conclusions: To provide more qualified medical service in the TKMH, they will be required to increase the proportion of non medical doctor employees, like Western medicine counterparts.

• 한국병원경영학회지
• /
• 제4권1호
• /
• pp.21-40
• /
• 1999

This study attempts to analyze the relationship between various job-related factors and the intent to turnover of employees working at different types of hospitals/clinics in urban and rural areas. The data was compiled from 1,506 employees in 21 hospitals and 10 clinics located in Kyung-gi Do. Korea, using a self-administered questionnaire. Major findings are as follows: 1) The intent to turnover was higher for the employees of small hospitals located in rural areas. It was also higher when the employees were less than 30 in age, female, single, had not received college education, and had worked for 2-5 years in their hospitals. 2) An important factor affecting the intent to turnover was job satisfaction, which in turn had a strong correlation with the job itself(opportunity of utilizing abilities and skills, subjective value attached to the current job, sense of accomplishment) and had a rather weak correlation with salary, supervision, promotion and co-worker relationship. 3) In the analysis by job category, it was found that, besides job satisfaction, the intent to turnover was significantly affected by the job itself in case of administrative personnel and by the level of salary in case of nurses. 4) For a successful management of turnover, hospitals need to develop (a) programs for improving adaptive abilities of 'new' employees(who have worked for less than 2 years), and (b) for the other employees(who have worked for more than 2 years), strategies for enhancing job satisfaction by providing the environment where they can show their maximum abilities.

• 산업경영시스템학회지
• /
• 제32권3호
• /
• 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.

• 대한안전경영과학회지
• /
• 제22권4호
• /
• pp.27-34
• /
• 2020

This investigation was carried out in Liaoning, Shandong, and Shaanxi where classified most of their geological organizations into profit organizations, which means they must implement enterprise-oriented reform immediately. The valid 311 questionnaires were collected and used to verify the serial mediating model by AMOS 23.0. Results verified the crucial mediating effects of structural and psychological empowerment between external-focused organizational culture and openness for change. Adhocracy culture positively affects employees' openness for change through three indirect paths, including one mediator and two mediators. Market culture impacts individuals' openness for change through two indirect paths, one is through structural empowerment and another one is through two mediators. The findings provide managers in geological organizations with an empowering management practice model which could promote geological industry reform effectively.

• The Journal of Asian Finance, Economics and Business
• /
• 제2권1호
• /
• pp.29-36
• /
• 2015

The paper examines the antecedents of acceptance of social networking sites in retail franchise and restaurant businesses. The success of retail franchise and restaurant business operators via social networking sites depends not only on organizational benefits but also on their behavioral intentions of using it. Three hundred and twenty four samples collected from South Korean retail franchise and restaurant employees are analyzed using factor analysis, structural equation model techniques and one-way analysis of variance. The results of the study identify the three constructs of organizational benefits, perceived tangible assets and perceived intangible assets as for important antecedents to accept social networking sites for their business use. Moreover, higher position employees tend to have more favorable perception of tangible assets and acceptance of social networking sites for their business use.

• 산업경영시스템학회지
• /
• 제19권40호
• /
• pp.119-136
• /
• 1996

With new competitive environments, innovation is more necessary to survive severe competitions than ever. However, most Small and Medium(SM) businesses are used to be short of professional staffs, money and equipments for performing various innovations(ie., technological or administrative innovation, product development or Process development, and radical or incremental innovation). Many students have suggested that incremental innovation is more adequate than radical innovation in SM business. The purpose of this paper is to find antecedent factors In promote employees' Incremental Innovation Activities(IIA), In analyse moderating effects of ability and attitudes, and to test the difference of IIA-level by ability(or attitudes) and 11 independent factors. Each IIA-level by 5 variables of 11 independent variables-job variety, importance, identity, communication, performance dependency-is found to be significantly different in high-ability group affirmative-attitude group.