• 디지털산업정보학회논문지
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• 제10권4호
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• pp.251-264
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• 2014

This study aims to suggest proper types of leadership that can enhance organizational commitment by examining differences in recognition of department head leadership style. This research is to find out what kind of leadership type is the most efficient to make member committed to their organization among transactional leadership and transformational leadership. To following consequences are gained through this analysis. First, as to the types of department head leadership, the average of transformational leadership was higher than that of transactional leadership. Second, the result of this research indicates the positive impact of transformational leadership affect organizational commitment without continuance commitment at IT departments. But, at non-IT departments, all organizational commitment is affected by transformational leadership. Third, transactional leadership affects affective commitment at IT departments. But, transactional leadership may not affect affective commitment at non-IT departments. Finally, transactional leadership may not affects normative commitment at IT departments, but at non-IT departments.

• 대한예방의학회:학술대회논문집
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• 대한예방의학회 1993년도 제45차 추계 학술대회 연제집
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• pp.175-176
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• 1993

• 경영과학
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• 제12권2호
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• pp.1-14
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• 1995

Recently Korean textile industry has been in the phase that requires its strategy change from the less-develped country style of the labor-intensive products to the developed country style of the technology-intensive products. It needs to make more efforts to develop the value-added products to meet the customer's various needs. In addition, development of technology, equipment, and design is required to implement its corporate strategy successfully. Although Korean textile companies have currently kept skillful labor and advanced equipments, they are losing their share in the international textile markets. This is mainly because corporate management has not been involved with efficient strategy. Strategy is an adoption of a company to environment by its corporate members, thus leading to the requirement of coordination of the main functions such as manufacturing and marketing. In fact, the coordination of the two departments toward reaching the corporate goal is not easy since the two are interested in different areas, respectively. Manufacturing people show their interests in production capacity, equipment layout, process technology, quality, purchasing, and labor while marketing people, target customer, product mix, advertisement, product specification, and customer service. For this reason, conflicts sometimes happen between the two departments. There are, however, many area that need a horizontal cooperation, for instance, in layout, process technology, product mix, and potential demand. Therefore, reciprocal coordination is necessary for achieving the firm's common objectives. This study was concerned with determining the factors that enhance the competitiveness of textile firms so that they could reach the common goal of the two departments with a horizontal collaboration.

• 대한공업교육학회지
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• 제36권2호
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• pp.273-292
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• 2011

본 연구는 전문계 고등학교에서 프로젝트 학습을 실시하였을 때, 프로젝트 학습에 대한 학습자와 교수자간의 인식차이와 계열별 학습자들 간의 인식 차이가 있는지를 확인해 보고자 하는데 있다. 이를 위해, 프로젝트 학습은 모듈수업 가운데 교수 학습기본 모형을 적용하여 수업을 실시하였고, 집단유형(학습자, 교수자)과 계열유형별(농업, 공업, 상업)로 프로젝트 학습을 통한 학습결과에의 도움 여부, 프로젝트 학습 수행에의 만족도, 프로젝트 학습의 적용가능 교과, 향후 프로젝트 학습의 적용 선호여부에 관한 4개 항목 대한 인식차이를 살펴보았다. 연구결과, 전문계 고등학교 학습자들이 프로젝트 학습에 참여한 이유는 자발적인 경우(21.0%)보다는 교수자들의 권유 때문인 것으로 나타났다(58.0%). 또한, 집단(학습자, 교수자)과 계열(농업, 공업, 상업)간 상호작용효과는 프로젝트 학습 수행에의 만족도, 프로젝트 학습의 적용가능 교과, 향후 프로젝트 학습의 적용 선호여부항목에 있어서는 각각 상호작용 효과가 있는 것으로 나타났다. 전문계 고등학교에서의 성공적인 프로젝트 학습 수행을 위해서는 학습자들의 적극적인 참여를 유도하고 교수자와 학습자용 프로젝트 학습 모듈이 각각 개발되어야 하며, 동시에 계열에 따른 별도의 프로젝트 학습 모형이 개발 적용되어야 할 것이다.

• 한국병원경영학회지
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• 제7권2호
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• pp.124-135
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• 2002

The purpose of this study is to analyze a case of unit management system introduced and operated in a university hospital. The system was designed and applied to six clinical departments and centers to help to achieve the medical revenue and profit targets. The case hospital is now in the second year of the system operation. Major findings of the study are as follows; Firstly, the leadership style of the unit manager is the most important factor in management of the unit. The transformational leadership style was more effective than the transactional one. Secondly, unit manager's managerial ability is another key factor to the success or failure in achieving the responsibility targets. Thirdly, the degree of divisionalization and responsibility should be strengthened to activate both unit managers and medical specialists.

• Child Health Nursing Research
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• 제22권4호
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• pp.309-316
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• 2016

Purpose: This study of secondary analysis aims to compare family management style according to severity in children with atopic dermatitis. Methods: A convenience sample of 109 Korean mothers caring for a child with atopic dermatitis, were recruited from the pediatric departments of two general hospitals in Seoul. Data were collected from November 1, 2015 to February 28, 2016. A structured self-report questionnaire was used. Data were analyzed using descriptive statistics, correlation analysis, and one-way ANOVA with IBM SPSS Version 22.0. Results: For family management style, condition management effort, family life difficulty, and view of condition impact were significantly different according to the severity of the atopic dermatitis in these children. Conclusion: The findings indicate that family management strategies to enhance care of children with atopic dermatitis as well as members of the family should include these significant variables in a family-centered approach.

• 국제학술발표논문집
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• The 3th International Conference on Construction Engineering and Project Management
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• pp.970-977
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• 2009

Organizational personnel must have well-developed interpersonal skills to deal with the different stakeholders and departments, to work at different levels in the hierarchy, and to meet varying performance requirements. Many leadership development and mentoring programs are designed to expose students as well as construction professionals to contemporary leadership techniques and skills. Leadership skills generally separate into three decision-making styles with varying degrees: 1) Autocratic, 2) Participate, and 3) Free-rein. This paper describes the study of leadership styles among 174 construction professionals and addresses the most appropriate leadership style for a project executive and a project manager in relation to compare with the characteristic leadership style and job functions. The study supports the growing importance of leadership skills as a component of managerial functions and provides a benchmark to identify a dominant leadership skill for a specific managerial position.

• 대한간호학회지
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• 제14권1호
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• pp.21-33
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• 1984

The purpose of this study was to define the relationship between the leadership style of head nurses and the burnout level of nurses by taking into consideration the factors which influence the level of burnout and which show how burnout varies according to the leadership style of lead nurses. The subjects of the survey were 355 ward nurses and their 48 head nurses working in five university hospitals in Seoul. The nurses were surveyed by means of a questionnaire from Sept. 22 though Sept. 29, 1983. The Leadership Scale devised by Fleishman, and modified by Lee, and the Burnout Scale developed by Pines et al, and adapted to the Korean situation by Peek, were used as a basis of ;his survey This researcher subjected the questionnaire to a pre-test and to an internal reliability consistency test through item analysis. For the purpose of analysis of the data, the general characteristics were set at Mean and the general characteristics of head nurses in relation to the level of burnout of nurses was analysed by the Pearson Correlation Coefficient. The relation between head nurses' general characteristics 3nd leadership style, the relation between nurses' general characteristics and level of burnout and the level of burnout of nurses according to the different style of leadership of head nurses were analysed by ANOVA. A summary of the results of the study is as follows. 1. Hypothesis:“That the burnout level of the nurse will be different according to the leadership style of the head nurse”was supported. 2. Analysis of the relationship between the head nurse's general characteristics and the leadership style of the head nurse showed that the leadership style of the head nurse was not related to age and experience as head nurse. 3. Analysis of the relationship of nurses' burnout levels to general characteristics of nurses showed statistically significant differences in burnout levels according to working departments, expected working period and reasons for selecting nursing as a profession. Also, the burnout level of nurses was negatively related to the head nurse's age and experience as a head nurse.

• 한국직업건강간호학회지
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• 제27권4호
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• pp.247-256
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• 2018

Purpose: This study aimed to identify the influence of nurses' resilience and anger expression styles on their nursing work performance in emergency departments. Methods: The study included 107 nurses from 5 hospitals in Seoul and Gyeonggi-do who consented to participate. Data ware collected from March to April 2016. Multiple regression analysis was used to identify factors influencing nurses' performance. Results: Nurses' performance was higher when resilience was high and anger expression was low. The result of the multiple regression indicated that present working years in the emergency room, work satisfaction, anger expression, anger control, and resilience predicted 39.4% (F=7.27, p<.001) of the nursing performance of hospital nurses in emergency departments. The most powerful predictor was resilience (${\beta}=.45$, p<.001), followed by anger-out (${\beta}=-.25$, p=.006). Conclusion: This study showed that the most influential variables of work performance in emergency nurses ware resilience and anger expression. To enhance the nursing performance of hospital nurses in emergency departments, it is necessary to develop and implement mentorship programs that enhance resilience and educational programs that help them manage their anger.

• 산업융합연구
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• 제2권2호
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• pp.3-30
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• 2004

This study intends to closely examine an evaluation of effectiveness of the HRM associated with interactions among employees(I), purpose recognition(P), role feedbacks(R), and motivative compensation(M). The following is a summary of the results of this research: From the study of the actual situation of the human resource management by the Korean firms, it appeared that the form of existence of vision systems possessed the form of having been written as documents and co-shared. And, although, in the area of motivation endowment and feedbacks, the level of motivation endowment regarding the comprising member by those in charge of departments and the level of reflection of the company's personnel policies in the execution of work by the departments were ordinary, the level of presenting the opinion of the departments regarding the company's personnel policies was shown to be low. And, the decisive elements of wages and the compensation standard were in the order of performance basis and long service. Also, it was analyzed that the leadership style of the CEO is the most important element that influences human resource management policies. And, it was analyzed that in the evaluation of the human resource management area the roles regarding evaluation and compensation, especially, the mutual interactions of the comprising members, feedbacks, and improvement activities are inadequate. And the managerial implications are discussed.