• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.17 no.1
• /
• pp.622-628
• /
• 2016

The aim of this study was to clarify how the role stress of administrative workers in medical institutions affects burnout, job satisfaction, and organizational commitment. The study conducted surveys on administrative workers at ten general hospitals with more than 200 beds for one month between July 13 and August 18, 2015. The surveys then underwent factor analysis, average variation extraction, a suitability index of the research model, and a path-coefficient estimation analysis of the research model using AMOS 18.0. The main results revealed a positive (+) effect according to the role conflict and role excess on burnout, and a negative (-) effect of burnout on job satisfaction, while they displayed no significant relationship with organizational commitment. These results suggest that clear guidelines and unity in instructions are needed to reduce the role of stress in cooperative tasks between departments and that optimizing the roles of organization members by accurately measuring and weighing tasks can increase the attachment to the organization and ultimately improve the individual job performance.

• The Journal of the Korea Contents Association
• /
• v.11 no.12
• /
• pp.764-773
• /
• 2011

Modern police activity is achieved than individual achievement by police officers through member's interaction. It is police's goal which protect citizen's life and body, property and is public order maintenance and to achieve this, suitable police official's selection and public official upgrading the quality and capacity strengthening are important element. But, polices organization has characteristic that do activity by team, and therefore, mutual cooperation of police officers is important first of all for public order preservation. Therefore, this study limited as patrol police officers and investigated realization difference about organizational effectiveness for public order maintenance. Analysis result, realization of organizational effectiveness appeared difference according to sex, age, area, police departments, class, period.

• The Journal of the Korea Contents Association
• /
• v.12 no.6
• /
• pp.380-389
• /
• 2012

In this study, Systematic review and meta-analysis using the correlation coefficients was carried out to integrate precedent studies on factors affecting domestic occupational therapists' job stress. It aims at providing basic information resources of preventing and reducing stress of occupational therapists and effective counter-measurement to improve quality of occupational therapy and to establish efficient human resource management policy. Systematic review and meta-analysis were performed on eight thesis proven relevant to selection criteria in order to figure out correlation coefficients value by total, and factors correlation coefficients value. Also homogeneity test and publication bias test was performed too. The total correlation coefficients value of occupational therapists was .30 which was statistically significant. As to job stress factors, the organization related factor showed the highest correlation of coefficiency, followed by factors other than the organization related, physical environment, job related factor and personal factor. This research result can be used as a reference to prevent and reduce job stress of occupational therapists and to develop an effective measurement scheme.

• Journal of Korean Library and Information Science Society
• /
• v.44 no.4
• /
• pp.71-92
• /
• 2013

The purpose of this study was to identify the service factors of university libraries which aim to improve the educational welfare of the disabled, and to develop an evaluation indicator to evaluate these vital service factors. To proceed with this study, guidelines of public library services for people with disabilities, and previous research and job description of academy library analysed and developed indicators suited for evaluating academic library services for people with disabilities. A pilot survey and main survey about the evaluation factors and indicators conducted with librarians who work for university libraries, and the questions were refined by exploratory factor analysis of the data collected from the survey. As a result, through the process of identifying reliability and validity, it turned out that the evaluation factor and subordinate index of university library services for the disabled consisted of 8 factors and 33 indicators.

• Proceedings of the KAIS Fall Conference
• /
• 2012.05a
• /
• pp.145-148
• /
• 2012

본 논문에서는 기능장 등급의 자격검정시 산업현장의 직무수행 능력을 평가하기 적합한 검정방법을 마련하는데 목적으로 대표적인 4개 종목을 선정하여 기능장 검정방법들로 모의평가하여 검정방법 개선 방안을 제시하였다. 그 결과 2차 실기시험방법과 3차 면접으로 하는 1안을 단일안으로 선정하였고, 이에 따른 영향성을 분석하여 그 결과를 제시하였다. 본 연구결과를 토대로 면접을 추가하여 3차 면접의 단일안의 결과를 얻었지만 사회적인 기능장의 사회적 법적 위상 제고는 반듯이 고려해야 할 것이다.

• Journal of the Korean Society of Food Science and Nutrition
• /
• v.43 no.1
• /
• pp.162-171
• /
• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• The Journal of the Korea Contents Association
• /
• v.8 no.11
• /
• pp.306-322
• /
• 2008

The purpose of this study is to inquire into the effect of characteristics of public enterprise CEOs' leadership (transforming leadership and transactional leadership) on the leader trust and organizational effectiveness of organizational members. A survey was made on 1,124 persons being in the service of 14 marketable and quasimarketable public enterprises. The results of this study were as follows. First, it showed that the individualized consideration had an effect on the confidence level of leader. Second, it showed that the transforming and transactional leaderships had an effect on the organizational effectiveness, which the hypothesis was adopted. Third, it showed that calculable, intellectual and identical factors had a positive effect on the job satisfaction and organizational commitment, but the organizational commitment of calculable variable was rejected in the confidence level. In general, the effect of transforming and transactional leaderships as public enterprise CEOs' leadership characteristics on the organizational effectiveness by mutual confidence level of calculable, intellectual and identical standards showed that the organizational commitment was rejected in the base of identification. And other factors were adopted as a positive mechanism, which they were a mechanism suitable to public enterprise CEOs' leadership characteristics.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.35 no.2
• /
• pp.21-29
• /
• 2012

Person characteristics and the perception of organization climate affect on the performances associated with causes of job stress, and may induce various types of human errors. For incidence, a person's adaptation to organizational traits can influence on a person's performance with tasks assigned as well as job satisfaction, a change of occupation, etc. There are several evaluation methods such as an aptitude test to evaluate the suitability of department allocation. However, only person's traits such as an aptitude has been associated with department allocation and job assignment for the personnel management. This paper shows not only an evaluation result on the job-stress of the workers in nuclear power plants (NPPs), but also the relationships between the job-stress and the coincidences of group-personal, team-personal traits. Then, we systematically deduct a basic information on the factors to be considered to manage the organizational traits and job stress. We expect this result can contribute to enhance the organizational management against to the human errors as well as for the promotion of safety and efficiency of NPPs.

• Information Systems Review
• /
• v.8 no.1
• /
• pp.203-222
• /
• 2006

The chronic problems of Information System Outsourcing Development Project include frequent changes in the participants and their roles, and the evasion of project participation, which exert unfavorable influence to the outcome of the project. Such problems are due, in large part, to the low level of project participants' satisfaction in the project. However, little is known about the factors that influence project participants' satisfaction in the project development. This research identifies six potential factors such as project commitment, workload, control, communication within the organization, inter-organization communication, and system development methodology based on PMI(Project Management Institute) and empirically examines their efficacy in explaining the level of participants' satisfaction in the IS development projects based on data from 390 participants in 66 projects. The results indicate that the six factors are strong determinants of participants' satisfaction in system development projects. In other words, the level of satisfaction among project participants overall are largely influenced by project commitment and control, communication, project methodology. Especially, the results reveal that the level of satisfaction among participants from the vendor decreased largely by unrealistic project commitment, frequent changes in project planning and unreasonable control rather than by a significant amount of workload. In conclusion, there need to be a rational approach and solution based on the six factors presented in this research in order to increase participation satisfaction level of the project participants and ultimately enhance project outcome.

• Journal of Venture Innovation
• /
• v.6 no.1
• /
• pp.181-198
• /
• 2023

This study aims to analyze the influence of organizational support perception of workers in medical institutions on intrinsic job motivation, and to check whether there is significance in the mediating effect of work-family conflict and work-family balance factors in this process. The results of empirical analysis through the questionnaire are as follows. First, it was confirmed that organizational support recognition had a significant positive effect on work-family balance as well as intrinsic job motivation, and work-family balance had a significant positive effect on intrinsic job motivation. Second, it was confirmed that organizational support recognition had a significant negative effect on work-family conflict, but work-family conflict had no significant influence on intrinsic job motivation. Third, in order to reduce job stress for medical institution workers, it is necessary to reduce job intensity, assign appropriate workload for ability. And in order to improve manpower operation and job efficiency, Job training and staffing in the right place are needed. Fourth, in order to improve positive organizational support perception and intrinsic job motivation, It is necessary to induce long-term service by providing support and institutional devices to increase attachment to the current job and recognize organizational problems as their own problems with various incentive systems. The limitations of this study and future research directions are as follows. First, it is believed that an expanded analysis of medical institution workers nationwide by region, gender, medical institution, academic, and income will not only provide more valuable results, but also evaluate the quality of medical services. Second, it is necessary to reflect the impact of the work-life balance support system on each employee depending on the environmental uncertainty or degree of competition in the hospital to which medical institution workers belong. Third, organizational support perception will be recognized differently depending on organizational culture and organizational type, and organizational size and work characteristics, working years, and work types, so it is necessary to reflect this. Fourth, it is necessary to analyze various new personnel management techniques such as hospital's organizational structure, job design, organizational support method, motivational approach, and personnel evaluation method in line with the recent change in the government's medical institution policy and the global business environment. It is also considered important to analyze by reflecting recent and near future medical trends.