• 간호행정학회지
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• 제17권1호
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• pp.88-95
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• 2011

Purpose: This study was done to identify the effect of nursing organizational culture on empowerment as perceived by new clinical nurses. Method: For the objective a sample of 175 new nurses from secondary/tertiary hospitals having not less than 250 beds located in B city was selected to complete a questionnaire. The collected data were analyzed using descriptive statistics, t-test, One-way ANOVA, Scheffe's test, Pearson correlation coefficients and simultaneous multiple regression with the SPSS 14.0 software program. Results: As for nursing organizational culture as perceived by the respondent, relation-oriented culture had the highest average score ($3.60{\pm}.63$) out of a possible 5 points followed by hierarch-oriented culture, innovation-oriented culture and task-oriented culture with $3.45{\pm}.30$, $3.19{\pm}.53$ and $3.05{\pm}.46$, respectively. The respondents' level of perceived empowerment was $3.06{\pm}.41$. The factors influencing empowerment according to nursing organizational culture were innovation-oriented and relation-oriented culture in that order. These 2 variables were statistically significant predictors and explained 48.6% of the variance in empowerment. Conclusions: The results of this study indicate that emphasis should be given to nursing organizational culture strengthened by innovationoriented and relation-oriented culture, rather than task-oriented and hierarch-oriented culture, in order to foster harmonious empowerment among nurses at all levels.

• 한국사회복지학
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• 제47권
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• pp.7-33
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• 2001

The purpose of this study was to the impact of organizational culture on the organizational effectiveness in hospitals were empirically analysed. Data were collected by 151 social workers including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. The results of this study were summarized as follows; First, most social workers report that characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, rational culture the third, and developmental culture finally in order of social worker's recognition. Second, according to the types of organizational culture, there were significantly different levels of organizational effectiveness. Social worker's perceived group cultures in hospital showed higher job satisfaction, organizational commitment than other culture patterns. And also, social worker's perceived developmental cultures in hospital showed higher organizational commitment quality of social service than other culture patterns. Third, multiple regression analysis was conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with job satisfaction, organizational commitment and quality of social services Finally, as for the cultural affects on the organizational effectiveness depended on intensive attention to developmental culture in hospital Consolidating the attribute of developmental culture in hospital is also proposed to improve the organizational cultures.

• 한국병원경영학회지
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• 제14권3호
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• pp.1-22
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• 2009

Purpose : The purpose of this study was to examine the effects of nursing organizational culture and head nurse's leadership on the job satisfaction. Methods : For the purpose, a structured questionnaire was conducted. The subjects were 232 nurses who were working in the 2 general hospitals. The data were collected from Sep. 1 to Sep. 20 of 2006. Data were analyzed using descriptive statistics, one-way ANOVA, t-test, Pearson Correlation Coefficient, and multiple regression. Results : The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of head nurse's transformational leadership and transactional leadership was 3.20 and 2.79 respectively. The best group of job satisfaction was affiliative-oriented culture group(3.31). The score of job satisfaction of transformational leadership's group was higher than that of transactional leadership's group. Job satisfaction was positively correlated with affiliative-oriented culture, innovative-oriented culture, task-oriented culture, and transformational leadership. Concerning of the job satisfaction, affiliative-oriented culture, rotation time and age explained 25.7%. Conclusion : The organizational culture and head nurse's leadership was correlated with job satisfaction. Especially affiliative-oriented culture and task-oriented culture influenced the job satisfaction. Based on the results, further development should be continued to develop the effective head nurse's leadership and organizational culture to improve the job satisfaction of nurses.

• 한국어교육
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• 제29권1호
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• pp.53-84
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• 2018

The main purpose of this study is to investigate foreigners' perception regarding Korean business culture and Korean business culture education. People who participated in this study are six foreign workers after studying at the university or graduate school in Korea. A phenomenological qualitative research method was used in this study in order to elicit life experiences from foreign workers who were working in Korea business companies. Therefore, their experience regarding Korean business culture and business culture education were measured by in-depth interviews. This study shows that nun-chi, vertical relationships, and impatience of Koreans are the most difficult culture to foreign workers. They also feel difficulties regarding Koreans' lack of understanding about other cultures. Moreover, these were not difficult components within school life; rather, the most difficult aspects were that they have never learned about the Korean business culture before getting a job. The results show that international students who want to work in Korea companies need to study about the culture of Korean business and revealed the desirability to learn. These results can be used as a foundation for understanding some contents and criterion of Korean business culture and education.

• 한국항공운항학회지
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• 제29권1호
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• pp.47-60
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• 2021

Just culture is an important factors in safety culture, and is related to the degree to which potential risk information is shared. Since the importance of the level of just culture has been highlighted in the aspect that it is related to the prevention of various safety accidents, research on just culture was required. In previous studies, there are attempts to develop a scale to measure the level of just culture and to reveal the degree of predicting the experience of accidents or errors and the actual reporting experience. However, It was not possible to clarify the factors that facilitate and inhibit the level of just culture for the formation of just culture. This study was conducted to help improve the level of the organization's just culture by specifically identifying factors that facilitate and inhibit the impact on the level of the just culture. As a result, it was possible to find the facilitating and inhibiting factors affecting the 6 factors of just culture.

• 공연문화연구
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• 제41호
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• pp.5-38
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• 2020

이 연구는 군사정권의 권력 전개양상에서 드러나는 문화정책이념이 '다목적 공연장'의 개념형성으로 발현되는 과정을 살펴보는데 있다. 한국의 공연장 현황은 우리나라 공연문화와 깊은 관계가 있다. 각 지방자치단체마다 그 지역을 대표하는 문화예술회관(문예회관)을 중심으로 한국의 공연문화와 향유문화가 깊이 자리 잡고 있기 때문이다. 오늘날 문예회관들은 다목적홀로 운영되고 있으며 운영주체는 절대다수 정부와 지방정부 또는 출자출연기관의 재단법인 등 공공영역에서 운영한다. 따라서 정부와 지방정부의 문화예술정책의 대상이며 제도적 측면과 긴밀한 상관관계를 가지게 된다. 박정희 정권은 초헌법적인 유신을 공포하고 우리나라 문화예술법의 시초라고 할 수 있는 「문화예술진흥법」(1972.9)을 제정한다. 이법을 근거로 「문예중흥5개년계획」(1973)을 수립하고 문화시설들을 짓기 시작했다. 전국의 '문화예술'회관, 또는 '문화'회관이 다목적홀로 지어진 데에는 문화예술진흥법의 "문화예술"에 대한 정의를 "문학, 미술, 음악, 연예 및 출판에 관한 사항"으로 명시함으로써 지금의 '다목적'개념의 근거가 된다. 한편, 문화공보부의 조직직제는 "문화와 예술"을 관장함을 명시하고 대중문화와 예술진흥을 구분 짓는 문화행정체계를 갖춘다. 그러나 이시기 대통령의 연설에 나타난 박정희의 화법은 '문화예술=예술'로 인식하고 있다. 예술은 문화에 포함되는 개념이지만 문화예술=예술로 인식함으로써 정치적 시국이나 시행부서에 따라 그 해석을 달리하였고, 이러한 모호성은 예술이 이데올로기적 활용에 정책적으로 동원되는 기제가 된다. 이러한 배경에서 문화예술진흥법에 근거하고 문화공보부의 관장 하에 1978년 다목적 공연장인 세종문화회관이 개관한다. 그러나 제도상의 문화예술=다목적과 설립을 추진했던 정부조직의 문화≠예술, 권력이 인식했던 문화예술=예술은 대중음악의 대관문제를 두고 가치충돌로 표출된다. 1979년 12·12사태로 정권을 장악한 신군부는 민족문화를 앞세운 국풍81을 통해 저항세력을 체제 안으로 끌어들이고자 했다. 정권의 의도는 실패하였고, 저항과 지지의 양축에서 국민적 지지를 확보하는 방안으로 국민의 문화향유 기회확대 정책에 방점을 둔다. 이는 앞 정권의 문화예술에 관한 인식의 전환이며 박정희 정권과의 차별화를 추구한 것이다. 전두환 정권에 있어 앞 정권과의 차별성은 곧 정권의 정당성 확보를 의미하는 것이었고 향유기회의 확대는 문화영역의 분배 차원에서 추진되었다. 따라서 장기적인 안목의 예술발전으로 자리매김 되지 못했고 하드웨어의 상징성으로 정권의 정당성 확보를 실현하려고 하였다. 오늘날 다목적 공연장의 개념은 유신체제하에 만들어진 법체계의 "문화예술"의 정의에 기인한 것이며 이를 근거하여 공공 공연장의 운영목적으로 '다목적'의 개념이 탄생한다. 군사정권을 이은 전두환 정권은 프로시니엄 구조의 다목적 공연장을 정권의 정당성 확보의 수단으로 표출하였고, 전국적으로 재생산 되어 오늘날 한국의 공연문화에 중요한 비중을 차지하고 있다.

• 한국미생물·생명공학회지
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• 제27권1호
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• pp.46-53
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• 1999

The purpose of this study was to optimize the conditions of continuous mixed culture of C.butyricum and R. spaeroides K-7, which were able to produce hydrogen using biomass-dreived substrate. To investigate the possibility of continuous culture, semi-continuous culture was carried out for 20 days. In semi-continuous culture using the reactor system, the replacement rate of fresh medium was 30% of total medium volume for the highest hydrogen evolution. In continuous culture, the optimum dilution rate was determined to be 0.05$h^{-1}$. The continuous culture produced 3.1 times as compared with the hydrogen on batch culture. On the other hand, the continuous mixed culture produced 1.3~2.1 times as much as hydrogen of the continuous monoculture of C. butyricum. When 10g of glucose in the media (1l) was supplied as a carbon source on continuous culture, mixed culture of C. butyricum and R. sphaeroides K-7 increased hydrogen evolution rate. Because considerable amount of glutamate was contained in waste water of glutamate fermentation, utilization of glutamate was examined in mixed culture. As a result of examination, production of hydorgen was slightly inhibited by high concentration of glutamate, more than 20mM, on continuous monoculture of R. sphaeroides K-7. On the other hand, both on continuous monoculture of C. butyricum and on mixed culture of C. butyricum and R. sphaeroides K-7, production of hydrogen was not inhibited by high concentration of glutamate such as 100mM. Hence this suggests that high concentration of waste water can be used as good substrate for hydrogen production on monoculture of C. butyricum and mixed culture of C. butyricum and R. sphaeroides K-7.

• 한국데이타베이스학회:학술대회논문집
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• 한국데이타베이스학회 2010년도 춘계국제학술대회
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• pp.5-12
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• 2010

With a sample of 147 Korean small and medium size companies, this study examined the relationships among degree of information orientation, corporate culture, degree of information management implementation and selected business performances in the process of implementing IMS improvement programs, such as IMS(Information Management System). Information orientation is defined as company-wide understanding and implementation of the underlying philosophy, principles, approached, and tools of information improvement programs. It is assumed that successful implementation of information improvement programs requires a information-oriented mind-set of the employees. The key elements of information orientation include continious improvement structured processes, organixation-wide participation and customer-focused spirit. Culture id defined as the value and beliefs of em organization that shape its behavior. It is also assumed that successful implementation of information improvement programs require strong support from s corporate culture that emphasizes cintinious improvement. Adopting the competing values model of Quinn and McGrath(1985), corporate culture is classified into 'flexible' versus 'controlled culture' and 'outer-directed' versus 'inner-directed culture'. Fitness was defined through the relationship between levels of information oriented and types of corporate culture. The results were as follows. First, it was found that when a company with high information orientation promoted information innovation programs, such as IMS, it reported higher degree of information management implementation and improvement in business performances. Second, the results showed the importance of 'flexible culture' and 'outer-directed culture' in performing information, innovation. Regarding the types of corporate culture, the analysis found that developmental culture, rational culture and group culture were effective. Third, companies with high information oriented and flexible culture or companies with high information orientation and outer-directed culture reported the highest implementation in Information management activities. Fourth, the results showed that the level of information management implementation had a mediating effect on the relationship between information orientation and business performance. It was also found that enhanced non-financial performance led to the improvement of financial performance. This study attempted to exaime the factor that lead information management program to success. In order to reach success, first, it is suggested that companies have positive mind set toward continious information improvement. Secondly, it is recommended that a flexible and outer-directed culture appropriate for continious information improvement is cultivated.

• 보건행정학회지
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• 제12권4호
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• pp.34-55
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• 2002

In this study, the impact of organizational culture on the quality of social work services in hospitals were empirically analysed. A mailed questionnaire survey was conducted between February 19 and April 10, 2001. A sample of total 70 hospitals, including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. According to coping strategy and reacting pattern with the environmental changes, four types of organizational culture in each hospital, classified as group culture, developmental culture, hierarchial culture, and rational culture, were adopted for the independent variables. Three dimensional aspects of quality of social work service - structure, process, and outcome were selected as dependent variables in this study. Also the quality of social work service was distributed into provider-perceiving quality and consumer-perceiving quality The major findings were as following in summary; First, most social workers reported that the characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, developmental culture the third, and rational culture finally in order of comparing the level of quality perceived between social worker's recognition. Second, service provider and consumer, The provider-perceiving quality showed less score than that of consumer, especially the lowest was the score of quality of outcome perceived by provider. Third, according to the types of organizational culture, there were significantly different levels of quality in total social work services, structure dimension and process dimension. The quality of outcome dimension did not show significant differences among the type of organizational culture. Finally, the most influential variables to the quality of social work service ice proved departmental form of social work unit, leader of social work unit, and developmental culture of hospital To assure quality services, accordingly, social work unit in hospital is required to be organized as a single unit, that means to be an independent department of which qualified social worker is supposed to control the unit. It is strongly recommended to develop leadership for the leaders of social work unit.

• 한국항공운항학회지
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• 제23권3호
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• pp.88-93
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• 2015

Among other various aspects of safety culture, this research has considered safety culture from the view of aviation. A tool to examine aviation safety culture has been developed on the basis of Global Aviation Safety Network's safety culture survey. Using this tool, the degree of perception of Korean national carriers' pilots in safety culture has been examined three times for the period from 2002 to 2015. Compared to an initial result of the survey in 2002, results in 2008 and 2015 demonstrate that safety culture among pilots has rapidly changed from negative and bureaucratic to positive. Hence, it is expected that positive index of safety culture will increase 28% (total approximate 90%) in 2020.