• Proceedings of the KAIS Fall Conference
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• 2010.05b
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• pp.837-840
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• 2010

본 연구는 급변하는 의료환경에 대비하여 간호의 질 향상 및 증진을 통한 환자 만족도 증진을 위해 간호전달체계를 기능적 간호방법에서 팀간호제 방법으로 전환을 하면서 이에 따른 간호활동 및 직무 만족도를 조사하였다. 간접간호 수행률 조사를 살펴보면 기록간호, 확인업무, 물품관리, 간접소통, 전달 업무 등 모두에서 유의한 차이를 보이지 않았다. 영양간호, 전적인 식사보조 등은 간호직무만족도가 영향을 미치는 것으로 나타났다. 간호사 직무만족도는 어려움이 있을 때 동료나 상사에게 의논하는 것으로 나타났다. 안전간호, 화재예방 등이 영향을 미치는 것으로 나타났다. 간호사 업무성과 병동의 시설과 기구를 적절히 관리한다. 간호사 업무성과, 환자에게 적절한 휴식 및 안정을 위한 간호를 제공하는 것으로 나타났다. 본 연구 결과 간호사들이 역할을 명확히 규명하고 세분화하여 이를 수행하는 직무내용을 명확하게 파악하고 작업표준 지침서를 작성하여 활용한다면 간호사들의 자가 관리 증진은 물론 환자와 보호자에게도 만족감을 높여 줄 수 있는 계기가 될 것이며, 이를 통한 다양한 팀제 운영이 될 것이라 생각된다. 또한, 향후 다양한 업무 개선 활동이 가능할 것이라 생각된다.

• Journal of the Korea Society of Computer and Information
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• v.19 no.2
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• pp.201-208
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• 2014

The objective of the present study is to investigate the relationships among the perceptions of performance appraisal politics(POPAP)), employee's attitude to work, and team-based work system characteristics. Using survey data from various occupationally heterogeneous sample of white-collar employees(N=195) from various organizations, the results indicate that when employees perceive performance rating to be manipulated because of rater's personal bias and punishment motive, they reduce organizational commitment. Contrarily, the employees' POPAP with motivational motive increases organizational commitment. And task interdependency has positive effect on employees' POPAP.

• Management & Information Systems Review
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• v.4
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• pp.409-441
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• 2000

The purpose of this study is to present the problem of the introduction and management and the method of activation of the team organization in college administrative systems through the theoretical study about the team systems and the actual proof study already introduced and operated in colleges and enterprises. The scopes of the subject of theoretical study are the concept of team systems, the type of systems, the strategy of introduction and management, the problem of management and the tactics of activation. The scopes of the theoretical study are the field of systematic structure and that of introduction and management. In order to activate the team organization of college administrative systems, we must study three points such as empowerment, construction of learning team and the method of personal management. For the sake of conducting the team organization efficiently, we must consider four fields. They are as follows: First, considering the continual efforts for reorganization is the most important precondition. Second, the device of supplement related with introduction of systems such as evaluation of merits, promotion and budget must be prepared as soon as possible. Third, in order to introduce the systems, the improvement of systems is needed. Fourth, it must be accompanied by redesigning the whole business process. Especially, in the introduction of team organization, it is important above all to introduce suitable constitution or situation of business. And making a constant effort and preparation for solving problems is essential to successful management of team organization.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.21 no.4
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• pp.149-160
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• 2010

In 1997, Lavagnino defined four stages of technology trends in libraries; but, he left a question about the fifth stage. Based on literature review, the following; Web technology, open source application, library consortia, digitization, wireless, and social media are the main trends in the fifth stage. Analyzing the job advertisements (ads) dating from 2006 to 2010 in systems librarianship, the analysis showed that there are three patterns. The first pattern is that the title of 'system librarian' is no longer specific to managing only the ILS at many libraries. The second pattern - network management skills - is not highly required in the job ads. And the last pattern - especially academic institutions which have archive or special collection departments - was looking for a systems librarian. In addition, Web technology has evolved as the most required skill according to the advertisements, as well as inter-personal skills in a team environment.

• The Inventors News
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• no.53
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• pp.1-16
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• 2006

'여성기업지원에 관한 법률' 개정 한 목소리/발행인 칼럼/'제4회 여성발명경진대회' 수준 높아졌다/심사착수 예정시기 직접 통지 서비스 실시/특허청.한국기계연구원, 업무협약체결/낙도어린이들에게 꿈과 희망 심어주는 초청 행사 가져/특허청 팀장 선발 방식 변화 통한 팀제 강화/디자인 권리화 지원사업 실시한다/'DMB 특허품과 지재권전략 세미나'/'2006 독일 국제발명품 전시회' 회원 4명 수상/고성능 하이브리드 보호복, 출원 증가/'이달의 기능 한국인' 박순복 씨 선정/모방상표, 더 이상 등록 받을 수 없다/국내제약업계, 유사브랜드 너무많아/'2006 여성 재활용 발명경진대회' 개최/순수 한방재료로 만든 헤어 클리닉 화제/발명자에게 편리한 특허제도 마련/차로 마시는 '허브 추출물'로 살충제 만들어/종이컵에도 웰빙 바람이 불고 있다/특허공보 통해 '나의 발명' 확인가능/지역특산품도 지리적 표시로 보호 받는다/한미약품,'비만치료제 특허권 분재' 연승/국내특허, 해외에서 신속하게 심사 처리/'스판덱스 특허소송'에서 일본업체 패소/아모레, 다국적 화장품회사 로레알에 승소/제7차 한국.유럽 특허청장 회담 개최/고부가가치 창출하는 단백질 의약품 개발 필요/한방 진료에도 변화의 새바람 분다/에너지 절감'기능성 유리' 출원 급증/역사 속의 발명품/하루 10분 발명교실/특허Q&A/세상을 밝히는 여성들의 발명 아이디어/'특허넷' 정부기관 최초 CMMI 레벨4인증 획득/'해외지재권 보호 가이드북' 제작배포하다/아이디어 착상 및 발명 기법/고정관념을 깨트려 블루오션을 장악하라/에반스의 증기제분기/50년 후엔 동물과도 대화할 수 있다/첩보용 도구 전달 '발명팀' 실제 존재/중소기업 위한'2006 특허유통 페스티벌' 개최/출원료.심사청구료 반환제도 도입, 시행/'지재권 e-러닝 콘텐츠' 전 세계특허청 교육 자료로 활용/대한변리사회, 미 특허법 세미나 개최/한국여성발명협회 회원사 발명품 가이드

• The Journal of the Korea Contents Association
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• v.14 no.12
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• pp.655-664
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• 2014

Recently, many organizations are utilizing the team system. However, researches on a technique for efficient and effective feedback to improve a team performance is few. This study compared the relative effects of individual and group feedback on the quantity and quality of work performance. The task was to type English documents on a PC computer and both the number of words typed (quantity) and the percentage of correctly typed words (quality) were measured. Mixed design was adopted and 48 participants were randomly assigned to either individual or group feedback condition. Each group consisted of three participants and completed four sessions together. Under the individual feedback condition, each participant was provided with information on his/her own work performance, while under the group feedback condition, three participants were provided with information on their total work performance. Results showed that both feedback were effective to increase the quantity of performance. However, the effect size of treatment was more high under the group feedback than individual feedback. In addition, the accuracy of typed words was significantly improved only under the group feedback condition. Therefore, the group feedback was more effective and efficient than individual feedback to increase team performance. However, more studies are needed to generalize these results, especially, it is necessary to consider the cultural differences and type of task in the future studies.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.232-271
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• 2000

The introduction of a team system to any organization is usually to improve that organizations dynamics, by increasing the proper adaptation to rapidly changing environments, by reducing approval procedures, and by promoting power authorization. In this regard, this study was carried out in an attempt to determine (1) whether or not the introduction of a team system can be as effective in hospital organizations as it has been in business organizations, and (2) what behavior factors influence such effectiveness. For the current study, questionnaires were distributed to the employees of a university hospital in Pusan. Four hundred eighty three of them(94.7%) were retrieved and analyzed through statistical processes. The three types of variables that were found to influence team effectiveness were: (1) independent variables of team organization characteristics, such as communication, organizational atmosphere, leadership and team knowledge, (2) intervening variables of team organization characteristics. such as job autonomy, technological variety, task subjectivity, task feedback and task importance, and(3) the dependent variables of team level effectiveness, such as job satisfaction and commitment to team organization. The gathered data were processed by using the 6.12 version of the statistical program SAS(Statistical Analysis System), and the reliance coefficient of those measured variables was then evaluated as an average of 0.78. The influence of team level effectiveness was analyzed by using multiple regression analysis. These differences in effectiveness were then analyzed on the basis of related mean values, while the differences among demo-sociological characteristics were analyzed by using the dispersion analysis(ANOVA) and the t-test. The results of the study can be summarized by the following. First, regarding the relationship between team organization characteristics and team level effectiveness, all of the factors including communication, organizational atmosphere, leadership and team knowledge were found to have a significant influence on effectiveness. Second, the factors of team job characteristics, such as technological variety, task importance and job autonomy, had significant effects on job satisfaction and organizational commitment among the teams members. Team level effectiveness was generally high, while team job satisfaction was higher the teams organizational commitment. Third, regarding the demo-sociological characteristics, team level effectiveness was found to be higher among those who were older, who had more job experience, and who had a higher position. Comparing the differences among job types, the effectiveness was relatively higher in the fields of nursing and administration/management then in other fields. Further study should be done towards the setting of variables for characteristics of hospital organization, developing suitable methods of measurement, and researching individual level effectiveness.

• Management & Information Systems Review
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• v.31 no.2
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• pp.199-230
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• 2012

This study introduced trust dimension as a mediating variable and analyzed in order to investigate the empirical mechanism on the process of leader's emotional intelligence which is a emotional factor to produce organizational effectiveness. Based on the empirical analysis, first of all, this study found whether the team leader's emotional intelligence gives an influence on the subordinate's trust in leader. Secondly, this study examined the multidimensionality of trust by selecting subordinate's cognition-based trust and affect-based trust on the team leader as mediating variables between team leaders's emotional intelligence and subordinate's affective commitment, organizational citizenship behavior. I found the theoretical implications based on this study; first, from the view on cognition-based and emotion-based trust, the integrated verification of the process of the trust in leader as a mediating role, second, verification of the relationship between leader's emotional intelligence and trust in leader which was not studied before, third, the methodological try to prevent from the common method bias problem through the evaluation of a team leader on a subordinate's organizational citizenship behavior. This study also suggested the ways to apply those theoretical implications to human resource management.

• Management & Information Systems Review
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• v.31 no.2
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• pp.89-114
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• 2012

The purposes of this research are to examine the effect of humor sense of leader on innovative behavior and to examine the moderating effects of empowerment on the relationship between humor sense of leader and innovative behavior. For these purposes, literature review and survey research were conducted. The 350 questionnaires were sent to the 10 manufactural firms in the Pusan and Kyungsang Nam-Do region for empirical analysis. Total 276 usable responses were collected(effective response rate : 78.86%). The major findings of the empirical research are as follows ; First, generation of humor, use of humor, attitude of humor and evaluation of humor which are composed factors of humor sense of leader have positive influence innovative behavior. Second, composed factors of humor sense of leader have differential influence on innovative behavior by empowerment. In conclusion, humor sense of leader is expected to improve innovative behavior which is individual behavior in an organization. Therefore, managers have to develop innovative behavior by exhibiting humor sense, considering empowerment.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.766-777
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• 2016

This study is aimed at suggesting the implications about the utility of team system and importance of leadership through the analysis of what influence of transformational leadership and self leadership has on team performance. This study used the LMX theory & social exchange theory arguing that exchange relation quality forms between organizational members, and situational theory stating that leadership suited for business environment should be displayed as the theoretical background of this research. This study, targeting 9 domestic energy-related public enterprises, proved the research hypotheses through regression analysis under SPSS 20.0 by using the effective data on 880 respondents from 166 teams in total. As a result of the research, a team leader's transformational leadership was found to have a positive influence on team performance, and the behaviour strategy, and cognitive strategy of self leadership were found to significantly modulate the relation between a team leader's transformational leadership and team performance, thus getting to adopt all of the initially-set research hypotheses. The salient point was that the effect was found to be much stronger from the group whose self leadership was low. What this research results imply is that if a team leader in team organization should look to it that team members themselves could be self-motivated by assigning goals, which can be put into practice with concern, to the members of a group whose self leadership is relatively low, team performance could improve more clearly than would otherwise be the case.