• Journal of the Korean Applied Science and Technology
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• v.37 no.4
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• pp.688-698
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• 2020

The purpose of this study is to identify the factors Job Embeddedness of a university hospital nurse. Data was collected from August 1 to August 10, 2017, for 238 nurses working at a university hospital in C city. Data were analyzed with descriptive statistics, t-test, ANOVA, and multiple linear regression. As a result of this study nursing organizational culture was 3.32±0.33, organizational communication satisfaction was 3.19±0.37, and job Embeddedness was 3.19±0.44. Job Embeddedness, nursing organization culture(r=.502, p<.001), and organizational communication satisfaction(r=.673, p<.001) were positively correlated. Factors affecting job Embeddedness are organizational communication satisfaction(β=.575 p<.001), work experience 'more than 10 years'(β=.342, p<.001), nursing organization culture(β=.203, p<.001), followed by work experience of more than 5 to less than 10 years(β=.121, p<.001), and the explanatory power of the model was 57.4%. According to the above results, it is necessary Job Embeddedness level of organizational communication satisfaction at any time and develop nursing practice and educational intervention programs in consideration of work experience and nursing organizational culture in order to increase the degree of access to nursing positions of hospital nurses.

• Management & Information Systems Review
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• v.32 no.2
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• pp.259-287
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• 2013

This study is to comparate on impact factors and moderator of incentives of knowledge transfer between Nonprofit and Profit organization. In nonprofit organization, the results founded that individual information capability, quality of knowledge, and quality of construct were statistically significant in knowledge acquisition, informal communication and quality of construct were statistically significant knowledge sharing, and individual information capability, informal communication, quality of knowledge and quality of construct were statistically significant knowledge use. Also interactive effect of knowledge sharing and Psychological Physical incentive was statistically significant knowledge use. In profit organization, the results founded that individual information capability, informal communication, quality of knowledge, and quality of construct were statistically significant in knowledge acquisition, quality of knowledge and quality of construct were statistically significant knowledge sharing, and individual information capability, informal communication, and formal communication were statistically significant knowledge use. Also interactive effect of knowledge acquisition and Psychological Physical incentive was statistically significant knowledge use.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.149-158
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• 2019

Drawing on literatures from communication strategy and human resource management, this study examines how perceived communication satisfaction can affect turnover intention and also figure out mediating effect through affective commitment. We analyzed a data set from one of the largest government organizations in health and medical treatment including 267 employees's sample. Apart from previous studies, this study emphasizes perceived communication satisfaction is a critical factor rather than communication policies. Also, affective communication partially mediates the relationship between perceived communication satisfaction and turnover intention. Our theory and findings provide new insight into human resource management field in growing Korean organizations.

• Journal of the Korean Society for Library and Information Science
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• v.48 no.2
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• pp.399-414
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• 2014

The library manager's communication ability can influence organizational management because the types and ways of organizational management is carried out can be determined by the manager's communication ability. In that, this study intends to examine the influence of the library manager's communication ability on job performance and role-conflict of the library staff. To do so, on top of the conceptual framework of communication and the library as an organization, this study builds theoretical underpinnings on the library manager's communication ability, job performance and role-conflict of the library staff. Using a questionnaire survey method, this study surveys 127 library staff from 8 public libraries in Seoul, statistically analyzes the response through the SPSS20 statistical package, and examines the relationship between and among the variables. Based on the analysis, a discussion on the influence of the library manager's communication ability on job performance and role-conflict of the library staff follows.

• The Journal of the Korea Contents Association
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• v.20 no.12
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• pp.58-73
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• 2020

The purpose of this study is to empirically analyze the relationship between organizational commitment, job satisfaction, education and training, human resource development, and communication in Korea's financial industry. In particular, the mediating relationships between organizational commitment and job satisfaction, education and training, human resource development, and communication were examined in order to provide a better understanding of organizational commitment. A structural equation model was used for the empirical analysis of this study. As a result of the study, it was confirmed that education and training, human resource development, communication, organizational commitment, and job satisfaction are correlated within the Korean financial industry. Furthermore, organizational commitment was found to have mediating effects on education and training, human resource development, communication, and job satisfaction. Based on these results, this study emphasizes the importance of education and training for organizational commitment in the Korean financial industry. In particular, this study establishes the importance of a culture of trust within organizations through human resource development programs, communication for job satisfaction, and organizational performance to face changes in the post-COVID era. In the future, more in-depth qualitative studies are required to derive factors related to the employees of financial companies and to conduct comparison analyses with companies in other industries.

• Journal of the Korean Society for information Management
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• v.29 no.2
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• pp.71-92
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• 2012

The purpose of this study is to analyze the effects of organizational communication satisfaction of teacher librarians on the informational and educational service and to draw implications for improvement of the school libraries' educational role. According to the results of the analysis, teacher librarians have preferred informal communication by conversation and face-to-face talk with superiors or co-workers and horizontal communication during their performance. Characteristics of teacher librarians, such as career, gender and school levels, have influential effect on user education, libraryassisted instruction, reading and information literacy instruction. The more teacher librarians felt satisfaction of the informal communication, the more textbook-related reference lists are offered. Horizontal communication have a positive influence on information literacy instruction. However, teacher librarians should utilize cooperative statements, committees and councils and actively participate in those horizontal communication methods to share the vision and aims of school libraries with the larger school community. Teacher librarians also should put more efforts into developing their leadership role and marketing strategies in order to overcome the weaknesses of informal communication.

• Proceedings of the Korea Information Processing Society Conference
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• 2013.11a
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• pp.1034-1037
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• 2013

최근 감정노동으로 인해 고충을 겪고 있는 사람들이 늘어가고 있다. 이로 인해 감정노동이 사회적 이슈가 되고 있으며 감정 노동을 해결하기 위해 조직들은 다양한 해결 방법들을 모색하고 시행하고 있다. 감정노동이란 육체가 힘들기 보다는 정신적 스트레스와 상처가 문제이기 때문에 이를 해결하기 위해서 기업들은 심리상담, 심리치료 등의 서비스 제도를 시행하고 있지만 한계가 있다. 업무 특성상 감정 노동에 장시간 노출 되어 고통 받고 있는 조직원들의 상황을 조직 내 커뮤니케이션 빈도와 관계를 분석하고 커뮤니케이션의 핵심역할을 하고 있는 인재들을 소시오그램 형태로 시각적으로 보여주어 조직 발전에 도움을 주는 시스템 시각화 절차와 소시오그램 요소를 설계하였다.

• Journal of Digital Convergence
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• v.19 no.8
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• pp.101-111
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• 2021

Irregular workers, which have recently caused various socio-economic issues and conflicts, generally have low loyalty to the organization and job satisfaction due to anxiety about employment. As a way to improve this, this study attempted to analyze the effect of organizational communication satisfaction of irregular workers on job satisfaction and organizational commitment. Among the 7th Human Capital Companies panel survey data, irregular workers survey data were collected and analyzed using the structural equation model analysis. The results were as follows: First, it was analyzed that organizational communication recognized by irregular workers had a positive(+) effect on job satisfaction and organizational commitment. Second, it was analyzed that job satisfaction had a positive(+) effect on organizational commitment. Third, it was analyzed that job satisfaction plays a mediating role in the relationship between communication satisfaction and organizational commitment. This study is significant in that it expanded the research subject to irregular workers from the existing service industry-oriented research, and that it included more diverse industries. The results of this study suggest that mission and vision sharing and communication activation system are needed to improve organizational effectiveness of irregular workers.

• Korean journal of communication and information
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• v.31
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• pp.167-192
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• 2005

How to facilitate Integrated Marketing Communication (IMC)? An approach to answer this question is to identify an organization's internal and external barriers to IMC and then to resolve them. Eight dimensions emerged from the factor analysis of the barrier items: organizational structure problem, department ego, lack of database, difficulty in analyzing effectiveness, lack of perception on consumer-oriented communication, increasing dependency on an agency, lack of agencies' expertise on IMC, and fear of budget reductions. With regression analyses, this study found that 'organizational structure problem' and 'lack of perception on consumer-oriented communication' were negatively related to IMC and that 'department ego', 'lark of perception on consumer-oriented Communication', 'organizational structure problem', and 'fear of budget reductions' were negatively related to the expectation of IMC usefulness. The findings indicate that organizations surveyed stay at a low level of IMC and urgently needs to resolve internal barriers rather than external ones in order to enhance IMC.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.192-203
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• 2016

The purpose of this study is to investigate the effects of task conflict on job attitudes (organizational commitment & job satisfaction), focusing on the mediating effects of supervisory communication & co-worker communication. Recently, the importance of communication as a research topic has been increasing. According to prior research, communication satisfaction has a positive effect on job performance. However, studies which take into account the different types of communication are lacking. Therefore, this study considered two types of communication (supervisory communication and coworker communication). A research model and hypotheses were developed in order to examine the theoretical research issues and questions. The sample consisted of 280 survey data drawn from employees in firms located in Korea. The data was analyzed by the statistical packages, SPSS 21.0 & AMOS 21.0 for Windows. The findings of the analysis are as follows. Firstly, it was found that task conflict had a negative (-) effect on organizational commitment & job satisfaction. Therefore, H1a & H1b are supported. Secondly, it was found that task conflict had a negative (-) effect on supervisory communication. Therefore, H2a is supported. However, it did not have a significant effect on co-worker communication. Hence, H2b is not supported. Thirdly, as regards the mediating effect of supervisory communication, it was found that supervisory communication mediated the effect of task conflict on job attitudes (organizational commitment & job satisfaction). Therefore, H3a & H3b are supported. Finally, the mediating effect of co-worker communication was not significant. Therefore, none of the sub-hypotheses of H4 are supported. Based on these findings, this study suggested directions for future research.