• Journal of Korean Academy of Nursing
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• v.39 no.2
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• pp.229-236
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• 2009

Purpose: This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. Methods: The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. Results: The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. Conclusion: OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.225-236
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• 2018

Organizations continue to invest in the security of information technology as a means to be more competitive than others in their industry do. However, there is a relatively lack of interest in the information security compliance of employees who implement information security technologies and policies of organization. This study finds mechanisms for enhancing security compliance by applying theory of planned behavior, justice theory, and motivation theory in information security field. We use structural equation modeling to verify the research hypotheses, and conducted a survey on the employees of organization with information security policy. The results showed that organizational justice, sanction, and organizational identification affect the factors of the planned behavior theory and affect the employee's compliance intention. As a result, this research suggested directions for strategic approach for enhancing employee's compliance intention on organization's security policy.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.260-273
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• 2011

Utilizing cross-functional project teams is an attractive organizing option, particularly in solving complex and innovative problems that require diverse sources of information, knowledge, and expertise brought by individuals from different functional backgrounds. This study is aiming at finding the group dynamics surrounding and inside the teams for the better understand what makes cross-functional project teams effective. Adopting variables from small group research and organizational context research, I extract critical antecedents, mediator, and team-coaching that lead to team performance. Data from 32 cross-functional project teams consisting of 214 individual respondents are analyzed through regression analyses for hypotheses testing. Results of the analyses demonstrate that the team process and team performance are significantly affected by the composition of competence in team and team compensation. Also I find that team-coaching as a leadership behavior has influence on team process and team performance. Some implications, future research directions, and limitations are discussed.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.416-426
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• 2020

The purpose of this research is to explore the relationship between organizational cultural perception gap and organizational effectiveness. it has rarely been studied in the academia. The research of the organizational cultural perception gap provides entrepreneurs directions on how to manage a company. Since previous studies have been focused on cultural type or strength, this study aims to suggest managerial implication in detail by analyzing present-ideal gap. Furthermore, this study would discover how it is different according to a psychological mechanism. The empirical results of 134 employees showed that the organizational cultural perception gap (i.e. Clan) had a negative effect on job satisfaction and affective commitment. In order to reduce the negative effects of organizational cultural perception gap, it is necessary to reach an agreement with members on organizational culture, which is ideal for organizational level, and understanding the members' internal motivations is important for proper organizational management.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8424-8436
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• 2015

This research recognizes the importance of the study on leadership for the management of enterprises. Among the financial institutes, the employees at the banks were targeted in this study to empirically analyze the effects of superiors' leadership (transformational leadership, transactional leadership, and servant leadership) on the subordinates' self-leadership and organizational effectiveness (organizational commitment and organizational citizenship behavior). In particular, this study analyzed the influencing relationship between the superior's leadership style and the subordinates' self-leadership, to identify the leadership style most suitable for enhancing the subordinates' self-leadership and to further determine if it can lead to the enhancement of organizational commitment and organizational citizenship behavior. The employees at approximately 50 branches of domestic large corporate banks located in Seoul and Gyeonggi area were targeted, and the survey was conducted in the form of self-response questionnaire. The statistical analysis was conducted on a total of 338 valid data by using structural equation modeling analysis. The result of the analysis was as follows. The transformational and servant leadership of the superior had a positive effect on the self-leadership of the subordinate, and transactional leadership did not show a significant effect. Furthermore, self-leadership was shown to have a positive effect on organizational commitment and organizational citizenship behavior.

• Proceedings of the Korea Information Processing Society Conference
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• 2007.11a
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• pp.399-402
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• 2007

다양하게 개발되는 정보시스템은 지속가능경영을 위한 서비스 인프라로 그 중요성이 날로 높아지고 있다. 이에 따라 새롭게 개발된 시스템을 얼마나 신속하게 전파하고 공유하여 조직 경쟁력을 향상시킬 것인가가 생존의 기본 조건이 된 것이다. 그러나, 전파 및 공유 도구로서의 콘텐츠 수준은 단순한 매뉴얼 또는 Help 메뉴 형태로 획일적으로 제공되어 단기간 내 조직 확산에는 한계가 있다. 이를 해결하기 위해 콘텐츠의 활용도를 극대화 할 수 있는 새로운 콘텐츠 개발 요구 정의 방법이 제시되어야 할 필요가 있다. 본 논문에서는 개발된 정보 시스템의 조직 전개를 위해 필요한 콘텐츠를 개발함에 있어 업계에 널리 활용되고 있는 스토리 기반 또는 전통적 콘텐츠 개발 방법의 한계를 극복하기 위하여 요구분석 시 Blue Ocean 전략과 6 Sigma 방법론을 결합한 시스템 개발 BORE Process를 콘텐츠 개발에 적합하게 변경한 Value innovative Requirements Engineering for Contents 프로세스로 제안하고, 콘텐츠 개발에 적용한 후, 그 결과의 유효성을 입증하기 위하여 공인된 기관의 콘텐츠 평가 결과를 제시한다.

• Journal of the Korea Convergence Society
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• v.9 no.10
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• pp.191-198
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• 2018

This study was conducted to evaluate the clinical effectiveness of proton therapy as an advanced convergent cancer therapy. Clinical data of proton therapy were analyzed. As proton enters patient's body, it releases low dose of energy and shows an increasing energy deposition as it reaches certain point unlike x-ray. It may therefore reduce the radiation dose to the normal tissues in front and beyond the lesion and minimize the radiation damage. Proton therapy is expected to improve clinical outcomes and reduce treatment related toxicities. It is used in various cancers. Further studies are necessary.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.261-271
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• 2017

This study analyzed the factors of job satisfaction, organizational commitment and turnover intention of hospital members.The subjects of the study were interview survey, t-test, ANOVA and regression analysis of 355 people including administrative staff, medical technician, nurses. As a result of the study, the administrative staff had low job satisfaction, high organizational commitment, and negative intention to turnover. The medical technician' job satisfaction and organizational commitment level were low, but there was a willingness to leave because of external job opportunity and excessive job amount. Nurses' job satisfaction and organizational commitment were high, but they showed high turnover intention due to external job opportunities. Presenting options of shortage personnel at small- and medium-sized hospitals in the model project government policy. It is expected that timely and practical measures for efficient hospital management will be presented.

• International Commerce and Information Review
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• v.16 no.3
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• pp.381-412
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• 2014

Un globalization unfolds, concerns and research toward the differnces international cultures has increased. However, there is a dearth of research regarding how to nature culture align orgainzational performance with leadership style. Accordingly, this study aims to identify the relationship between leadership style and the orgainzational performance with mediating effect of national culture. Understanding the cultures of other countries is not as fast as the speed of internationalization. As globalization advances, interest and research on the characteristics of national culture differences have been increasing. One of the important challenges for business leaders is the ability to understand and deal with cross-cultural management. But there is a lack of research on cross-cultural management. In order to achieve this objective, this study, adopts Hofstede cultural dimensions, and finds the mediating effect on these transformational and transactional leadership on organizational performance.Feminism, collectivism, power distance, and uncertainty avoidance were classified into four factors of national culture has differnct mediating effect on leadership style and performance. This research has concentrated on leadership-styles and organizational performance with mediating effect of national culture.

• Journal of the Korea Society of Computer and Information
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• v.19 no.1
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• pp.157-168
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• 2014

In general, there are three factors which compel employees to leave their position at a company: duties in organization, perception related to organization, and attitude built through the previous factors. The purpose of this study is to investigate the influence of the factors on the turnover intention and the decreasing achievement affected by the turnover. For this study, the perceived organizational support and organization commitment were chosen as worker's attitude variables which affects turnover intention. The results through the actual analysis are as follows: 1. Worker's emotional commitment is on the increase when the organization values their increased efforts as precious and makes efforts to improve welfare system. 2. Worker's turnover intention decreases as the stronger emotional commitment enables them to gain more consciousness to stay longer at the company. 3. The worker who possesses stronger lasting commitment tends to have some inclination to leave his current position if other organization offers compensation enough to make up for the current investment. 4. Worker's turnover intention decreases when they perceive that the organization acknowledges employees' value and supports them. 5. Worker's turnover intention at the small-middle sized companies is higher than at major companies. In this study, four out of five hypotheses, which are based on theoretical examinations and backgrounds, gain verified results. In the end, it is showed that the perceived organization support can increase the emotional commitment which makes it possible to decrease turnover intention. Consequently, it can be said that the appropriate human resources management is to explore the ways to decrease worker's turnover intention by improving labor environment and searching for the way to promote worker's commitment to their organization through the perceived organization supports.