• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.803-811
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• 2021

A family business is a company where most of its capital and the management position is owned by family members (clan). The leader plays an important role in defining an organization, thus influencing the organization's success. A leader who has a leadership style based on family (clan) relation has the facilitator's role when conflict appears within the organization. This research aims to find the impact of the democratic leadership model on a family business that adopts the clan cultural organization. The independent variable of this research is the democratic leadership model. Meanwhile, the dependent variable is the clan culture within the organization. This research uses a quantitative method with a descriptive and causality type of research. This research population is PT Global Avionika Indonesia staff, where the data was acquired by distributing questionnaires using a saturated sampling technique. The finding in this research shows a positive and significant impact of the democratic leadership model on the clan culture within the organization PT Global Avionika. The determination test also points out that democratic leadership models affect 19.8 percent of the clan culture within the organization, and the rest of 80.2 percent were affected by other factors that were not covered in this research.

• Korean Journal of Occupational Health Nursing
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• v.27 no.1
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• pp.67-75
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• 2018

Purpose: The purpose of this study was to identify the influence of nurses' emotional intelligence and communication within the organization on teamwork in Armed Forces hospitals. Methods: This study employed a cross-sectional design with a convenience sample of 195 nurses from five Armed Forces hospitals in Korea. Data were collected through a self-administered questionnaire from August 7 to 23, 2017 and analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression. The SPSS/WIN 21.0 program was used for all analyses. Results: The degree of teamwork was $5.03{\pm}0.73$, with scores ranging from 1 to 7. Emotional intelligence and communication within the organization were positively correlated with teamwork. Specifically, communication within the organization (${\beta}=.60$, p<.001), the intensive care unit (${\beta}=.21$, p=.001), and the medical general ward (${\beta}=.17$, p=.010) were identified as factors influencing teamwork. This model explained 51% of the variance in teamwork, and it was statistically significant (F=35.09, p<.001). Conclusion: These results imply the need to develop an approach including communication within the organization to improve teamwork among nurses in Armed Forces hospitals.

• The Journal of Society for e-Business Studies
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• v.18 no.2
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• pp.131-152
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• 2013

The purpose of this study is to investigate the effects of communication using Facebook on perceived organization culture and emotional labor perceived by members. Data were collected from 101 office workers for a quasi-governmental organization located in Seoul. The findings of this study can be summarized as follows: the usage of Facebook as a communication tool within an organization had positive effects on the clan culture, adhocracy culture, hierarchy culture, and market culture. Also it had positive effects on frequency and variety of emotional display. This is the first empirical study focused on the emotional labor for office workers, and the findings of this study will provide an insight to design and develop an efficient communication method within organization.

• Journal of National Security and Military Science
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• s.15
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• pp.153-192
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• 2018

The purpose of this study is to verify the relationship between mission-oriented Command, organization efficiency, organization culture of 626 field officers in JFMU. Firstly. the study found that decision making in the relationship between mission-oriented command and organization efficiency had negative effect on job satisfaction. Planning and trust lead to positive effect on job satisfaction and organizational commitment and no significance in self decision. Secondly, mission-oriented command may differ depending on the types of organization culture and organization culture has positive effect on job satisfaction and organizational commitment. Thirdly, mission-oriented command has some effect which derives from its impact on organization efficiency that also effects rational culture and rank hierarchy culture. These study results suggest different measures in terms of practice and policy. Firstly. within the military organization, precise communication will lead to job satisfaction without unnecessary overload of communication. Also. we have rationale culture, agreement culture and rank hierarchy culture forming our organization culture. There is a need to apply elements of mission-oriented command depending on the types of organization culture. Secondly, to maximize organization performance through mission-oriented command, we have to strengthen the rationale and rank hierarchy cultures and especially introduce development culture which should be established within the military organization.

• Industry Promotion Research
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• v.2 no.2
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• pp.31-44
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• 2017

This study is to investigate the relationship between the communication type recognized by members of organization and the learning transfer climate in the organization, and when it comes to the type of communications within organization set as independent variable, four variables such as communication with supervisor, media quality communication, and organizational outlook communication were proposed and regarding learning transfer climate which is a dependent variable, four sub-parameters such as supervisor support, colleague support, transfer opportunity and organizational compensation recognition were selected. 116 copies of the statistical data excluding statistically insignificant surveys were used for 150 participants who participated in the 2015 core competency curriculum for SMEs and 3 months have passed, in order to achieve this study's objective. Meanwhile, the research hypothesis was verified with the collected data through frequency analysis, factor analysis, reliability verification, technical statistical analysis, and simple and multiple regression analysis by using the statistical package program of SPSS 20.0. Results of this study have shown that firstly, communication with supervisor, media quality communication, and organizational outlook communication all showed a positive (+) significant influence on the superior support in the influence relationship between communication type in organization and supervisor support which is learning transfer climate. Secondly, communication type in organization doesn't appear to affect colleague support of learning transfer climate. Thirdly, communication with supervisor, media quality communication, and organizational outlook except for communication with colleagues have shown a positive (+) influence on transfer opportunity in the influence relationship between communication type in organization and transfer opportunity of learning transfer climate. Lastly, communication with supervisor and communication on organizational outlook showed positive(+) influence in the influence relationship between communication type in organization and organizational compensation recognition of learning transfer climate.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.4
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• pp.366-374
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• 2015

Purpose: This study was designed to identify a path model that anticipates the interpersonal competence of nurses by anticipating factors that explain interpersonal competence within an organization, and analyzing the effects of these factors. A hypothetical model was formulated based on a literature review of interpersonal competence. For the study, influential factors were divided into two variables: exogenous variables including communication style, coaching leadership, and social support, and endogenous variables of self-efficacy, job satisfaction, and organizational commitment. Methods: The sample included 202 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS. Results: The overall fitness was good ($x^2=74.707$, p<.001), d.f=19, $x^2/df=3.932$, GFI=.940, AGFI=.826, RMR=.009). Social support, self-efficacy, horizontal communication and organizational commitment directly affected the interpersonal competence of the nurses, and informal type of communication, horizontal, upward communication and coaching leadership indirectly effected the interpersonal competence of the nurses. Horizontal communication, social support, self-efficacy, and organizational commitment explained 46.5% of the variance in interpersonal competence of nurses. Conclusion: Based on the study results, nurses in hospitals need informal types of communication, horizontal, upward communication and coaching leadership to increase their interpersonal competence.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.333-344
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• 2016

The purpose of this study was to explore the influence of nurses's clinical career and communication within organization on teamwork competency. A cross sectional descriptive survey design was used. Convenience sampling method of 141 nurses who work at a university hospital located in S city was used. The structured questionnaire was administered from July $20^{th}$, 2015, to July, $31^{th}$, 2015. The average working periods of research subjects was 8.84 years. The regression model with communication within organization and clinical career against teamwork competency was statistically significant. And this model could explain 37.7% of teamwork competency(Adj $R^2=.377$). Especially, vertical communication and clinical career, horizontal communication were identified as the influencing factors on nurses' teamwork competency.

• The Korean Journal of Health Service Management
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• v.14 no.1
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• pp.79-91
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• 2020

Objectives: The objective of this study is to present the basic data required for effective communication by identifying the effects of communication within the hospital organization on organizational conflict and organizational performance. Methods: For this study 298 medical workers and general administrative staff working in small and medium hospitals were selected. Results: Upward and downward communication had a negative effect on individual conflict and on upward, and horizontal communication between individuals. Likewise, horizontal communication had a negative effect on conflict between groups. Upward, downward, and horizontal communication are defined based on organizational performance. It has been shown to affect. Conclusions: In order to improve conflict management and performance within hospital organizations, effective communication plans appropriate to the situation and targets have to be developed.

• Journal of Information Technology Services
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• v.9 no.3
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• pp.45-63
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• 2010

To examine the role IM plays, We focus on the factors that promote or hinder communication within a Korean organization when instant messenger is used. These factors were examined through two research questions. To understand these issues, a survey consisting of 33 categories was given to government and corporate office workers in Seoul, Korea. The survey results showed that Instant Messenger is recognized as a powerful communication tool in official organizations, but is only used effectively within groups or generations that do not follow the hierarchical relationships characterized by Confucian values. The results of this study fill a gap in our understanding of the important role of IM use in organizational effectiveness and may prove useful when developing tools and strategies to help promote communication within organizations using information technology media.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.8
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• pp.154-159
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• 2020

In this study, we set the occupational satisfaction and communication ability of clinical dental hygienists as the main variables, and investigated the factors that affect communication within the organization to improve the work of dental hygienists. Self-reporting questionnaires were administered to 200 dental hygienists working in dental hospitals and dental clinics in Seoul and Gyeonggi Province from May 18, 2019 to June 12, 2019. We analyzed the data with Pearson correlation analysis and multiple regression analysis. The significance level was set at 0.05. Research results: Job satisfaction (r=0.193, p<0.05) and communication ability (r=0.404, p<.001) showed a significant positive correlation with intra-organizational communication, and individual communication ability (β=0.461, P<.001), which was found to have a significant effect on communication within this organization. Therefore, in order to improve the communication skills of dental hygienists, they should be proud of their work as professionals, enhance their job satisfaction, and be able to have a clear expression of their own intentions and effective dialogue. Efforts should be made to provide opportunities such as opening related lectures during internal education and maintenance education.