• The Journal of Korean Academic Society of Nursing Education
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• v.17 no.1
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• pp.72-79
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• 2011

Purpose: The purpose of this study was to examine self-efficacy, nursing professionalism, organizational commitment for nurses and the mediating effect of nursing professionalism on the relationship between self-efficacy and organizational commitment. Method: Data were collected by questionnaires from 185 nurses in hospitals from June 10 to August 30, 2010. Data were analyzed by Pearson's correlation coefficient and multiple regression procedures. Result: 1. The nurses investigated attained a mean of 4.77 and 3.37 on self-efficacy and organizational commitment respectively. They attained a mean of 4.55 on nursing professionalism. 2. Correlation among self-efficacy and nursing professionalism had a positive correlation to organizational commitment 3. Nursing professionalism had a mediating effect on the relationship between self-efficacy and organizational commitment. Conclusion: Self-efficacy exerted an influence on organizational commitment through the mediating effect of nursing professionalism and is expected to lay the foundation for the promotion of organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.530-541
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• 2015

Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.

• Korean Institute of Interior Design Journal
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• v.23 no.1
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• pp.114-121
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• 2014

Rikyu-Konomi and Enshu-Konomi accomplished the base of Japanese Dado as well as has set Japanese representative traditional culture. These are the products of the spiritual culture completed by the ideas of Sen Rikyu and Kobori Enshu, that are Wabi spirit and Kirei sabi spirit combined with the tea. This study is about the interpretation of Japanese traditional space designs related to Rikyu-Konomi and Enshu-Konomi as Japanese Traditional spiritual archetype. The process of this study is illustrated as follows: At first, it mentions the concept of Konomi as self-organizing system, and esthetic characteristics of Rikyu-Konomi and Enshu-Konomi. Secondly, it clarifies internal meanings and spacial characters of Konomi in the Japanese traditional space through the exploring Taian tea house as the example of Rikyu-Konomi, and Bosen tearoom and Katsurarikyu as the examples of Enshu-Konomi. Thirdly, it ascertains Rikyu-Konomi and Enshu-Konomi represented in the contemporary architectural spaces. It analyses the relation between modern traditional space designs and traditional archetypal vocabularies, and examines those spaces from an esthetic point of view for modern implication of Rikyu-Konomi and Enshu-Konomi. In conclusion, it clarifies the contemporary significance of Rikyu-Konomi and Enshu-Konomi in terms of japan traditional space design.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.27 no.3
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• pp.54-69
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• 2019

Transformational and authentic leadership are known to create positive effects on follower's various outcomes, like job satisfaction and organizational commitment. We're mostly interested in testing positive effects of transformational and authentic leadership of cabin team leaders in airline industry, because their leadership tends to have strong and immediate impact on cabin crew's quality of customer services. We figured that cabin team leader's transformational and authentic leadership had positive effects on crew member's job satisfaction and organizational commitment. And, these positive relationships were at least partially mediated through crew member's self-efficacy and LMX. Based on these positive results, we discussed several theoretical and practical implications for developing effective leadership across cabin team leaders in airline services industry.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.145-155
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• 2016

The purpose of this study is to review the relationship between empowerment and innovative behavior, and the moderating effect of psychological ownership in small business. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 315 employees in manufacturing enterprises of Kangwon-do province. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between empowerment(meaning, autonomy, self-efficacy, impact) and innovative behavior(idea development, idea implementation), 2) the moderating effect of PO(psychological ownership for organization) on the relationship between empowerment and innovative behavior, 3) the moderating effect of PJ(psychological ownership for job) on the relationship between empowerment and innovative behavior. Empirical survey's findings are as follows; First, empowerment(meaning, autonomy, self-efficacy, impact) appeared to be positively related with innovative behavior(idea development, idea implementation). Second, there was no evidence of moderating effect of PO on the relationship between empowerment and innovative behavior. Third, meaning of work was more positively related with innovative behavior(idea development, idea implementation) in higher PJ group than in lower PJ group. Fourth, impact was more positively related with idea implementation in higher PJ group than in lower PJ group.

• Knowledge Management Research
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• v.23 no.3
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• pp.111-128
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• 2022

The purpose of this study is to identify the difference in happiness of workers depending on the perceived leadership types in a big company in Korea. The research objectives were 1) to identify the managers' leadership types which their workers perceive in a big corporate organization, and 2) to analyze the difference in a degree of workers' happiness according to the types of manager's leadership. To this end, a latent profile analysis was conducted. The research results are as follows. There were four types of leadership: 1) the Elite type which shows perfect ability in each area of self-management, task management, people management, and organization management, 2) the Competent type which has excellent self-management skills, good levels of task management and organizational management skills, but relatively poor people management skills, 3) the Self-centered type with the average levels of self-management, task management and organization management but with the poor level of people management skills, and lastly 4) the Passive type with the average level of self-management, somewhat low levels of task management and organization management skills and the poor level of people management skills. In addition, there was a statistically significant difference in the degree of happiness of workers according to the manager's leadership type. This study is meaningful in that it presented the leadership types of managers in a big company through the latent profile analysis and provided its implications on the workers' happiness.

• The Journal of the Korea Contents Association
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• v.11 no.11
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• pp.364-377
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• 2011

This research aims at investigating the factors determining the success of knowledge management system(KMS) in research organizations. Based on the literature survey and the general framework of IS success model, a new comprehensive model which is customized to the context of KMS is proposed. Some organizational support factors and an individual personality variable that moderates the relationship between predictors and the success factors are also integrated to the new model. A proposed model was tested by the technique of structural equation modeling using survey data from the employees in research organization. The results revealed that KMS quality had the strongest impact on the KMS success measured by perceived usefulness and user satisfaction and KMS use. The moderating effect of an individual personality factor, organization-based self esteem is also founded in the research.

• Korean Security Journal
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• no.37
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• pp.109-135
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• 2013

The purpose of the study was to analyze how organizational learning of police officers affects empowerment components as this learning method works as a way to maximize the police organization. In order to achieve the research goal, the study selected a total of 170 police officers on duty in Gwangju Metropolitan Police Agency as a research subject for a month from July 14, 2013 to August 15. The subjects were selected via the random sampling method and were told to participate in a survey of a self-administrated method. A total of 163 (95.5%) references were used for the final analysis. The collected data was processed with SPSS for Win Version 18.0 and the variables were went through Pearson's Correlation Analysis and Multiple Regression Analysis. The results are summarized as follows. First, a hypothesis of "how social demographic characteristics have a different influence on organizational learning and empowerment" was partially confirmed. Second, another hypothesis of "how organizational learning affects empowerment of the members" was adopted.

• Korean Journal of Social Welfare
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• v.61 no.1
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• pp.239-262
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• 2009

The purpose of this dissertation is to positively analyze the characteristics of job center consultants' interorganizational relations and factors that influence this linkage in order to better understand the employment service of South Korea. The material utilized for analysis was collected by surveying consultants and managers of 38 job centers and 364 middle managers while applying the method of hierarchical regression. The following is the summary of the research results. First, there is a difference in the influence factor between the number of consultant's organization linkage and frequency of contact. As seen from this result, if the number of organizations a consultant links is affected by the organization's objective working conditions such as the organization structure, position, and primary responsibilities, then the frequency of contact which indicates intimacy by frequent contact depends on the professional ability of the person in charge rather than objective conditions. Second, the analysis result of influence factors according to the type of organization also displayed different influence factors based on the type. Public organizations and economics related organizations are existent in all areas in the form of municipal offices, public corporation, the Chamber of Commerce and Industry, and labor organizations. Therefore, rather than the personal ability of the person in charge or the influence of other work environments, information of the organization and the actual activities of the head are more influential. On the other hand, private organizations embrace service organizations, employment target related organizations, corporations; they are differentially distributed, which is why they are more influential in organizational reform, decentralization, communication, and the professional ability of the person in charge is significantly influential.

• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.81-96
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• 2022

Covid-19 calls for minimizing gatherings of people in spaces such as offices. Organizations are encouraging information-sharing activities among employees by using online platform technology. Recently, Organizations are supporting their work using the metaverse. This study confirms the effect of metaverse presence on the intention to share knowledge by forming the intrinsic motivation of the employees and the moderating effect of the individual's digital technological competence. We presented research hypotheses through previous studies such as virtual reality and tested the hypotheses using 309 samples obtained through surveys. As a result, the social, tele, and self presence of the metaverse increased organizational-related intrinsic motivation(organizational identification, value congruence) and had a positive effect on the intention to share knowledge. In addition, digital technological competence moderated the relationship between value congruence and intention to share knowledge. This study suggests the importance of strategies to enhance the presence of metaverse for organizations to increase work productivity by using metaverse and the need to support individual digital competence reinforcement.