• The Research Journal of the Costume Culture
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• v.24 no.2
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• pp.198-217
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• 2016

This study analyzed the effects of organizational culture on psychological empowerment and organization efficiency, and the effects of psychological empowerment on organization efficiency in fashion companies. In addition, this study analyzed the differences between organizational culture, psychological empowerment and organization efficiency across demographic characteristics. The survey was conducted among employees of fashion companies, and 320 responses were used in the data analysis. As a result, the group culture and innovative culture in fashion companies positively influenced the competence and meaning of psychological empowerment. An innovative culture and rational culture positively influenced the self-determination, and the group culture and rational culture positively influenced the impact of psychological empowerment. The group culture, innovative culture, and rational culture of fashion companies positively influenced job satisfaction, and the group culture, innovative culture, and hierarchical culture positively influenced job commitment. The group culture and innovative culture negatively influenced the turnover intention, but the hierarchical culture positively influenced the turnover intention. In addition, the psychological empowerment (competence, self-determination, impact, and meaning) positively influenced job satisfaction, and the competence, self-determination, and impact positively influenced job commitment. Competence negatively influenced the turnover intention, but the impact positively influenced the turnover intention. There was a difference in the group culture and turnover intention by ages, as well as a difference in the hierarchical culture and self-determination by work departments. The results of this study will be helpful for the establishment of the management and business strategies in fashion companies.

• Journal of the Korean Society for information Management
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• v.15 no.2
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• pp.119-136
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• 1998

The objective of this study is to evaluate the organizational effectiveness of uniersity libraries in Korea. This study models emphasized the situational factors, fundamental factors and types of organiz tional effectiveness. environment, technology, size, strategy, and power were taken as situational factors of organizational structure ; fundamental factors were complexity, formalization, and centralization ; organizational structures were diveded into simple organization, functional organization, departmental organization, subject divisional organization(I), (II). Efficiency, flexibility, information service and satisfaction were taken as effectiveness factors and satisfaction was subdivided into organizational commitment and job satisfaction. In this study, situational factors, fundamental factors and types of organizational structures influence one another, ultimately affect the level of organizational effectiveness. Organizational effectiveness represents no organization of high organizational effectiveness on all levels.

• Journal of Technology Innovation
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• v.17 no.2
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• pp.131-158
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• 2009

We examine the effects of environmental or organizational factors on the performance of TLOs(technology transfer offices) in the PRIs(Public research institutes) using SFA(Stochastic Frontier Analysis), a technique for estimating the efficiency of DMUs(decision making units). In SFA, independent variables are assumed to determine the efficient production technique(production frontier) or affect the efficiency of DMUs. Previous researchs show that input variables such as number of personnel, R&D expenditure affect the production frontier while environmental or organizational variables affect the efficiency. We tried to estimate various types of models to find out whether environmental or organizational variables affect output variables differently from the previous research. Main empirical findings are as follows. First, R&D expenditure tends to increase all output variables considered. Second, environmental factors such as type of institutions and location of institutions affect the level of outputs. Third, organizational factors such as reward system for technology transfer also appear to affect the output variables. Fourth, environmental or organizational variables affect the production frontier directly rather than affect the efficiency of DMUs. Lastly, the efficiency of each DMU appear to be 1 or near to 1. Since almost all DMUs are equally efficient, it may not be effective to evaluate technology transfer activities of PRIs by efficiency criteria. We believe that this research should be complemented by additional data. More general types of production function need to be considered, and new techniques with concepts like output distance functions need to be developed to analyse multiple outputs simultaneously.

• Journal of Korean society of Dental Hygiene
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• v.18 no.2
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• pp.165-175
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• 2018

Objectives: This study aims to examine the factors that influence the organizational citizenship behavior of clinical dental hygienists to use them as basic data for improving effectiveness and efficiency of dental clinics and hospitals. Methods: A self-reported questionnaire was answered by 250 clinical dental hygienists in Seoul, Gyeonggi, Chungcheong, Jeolla and Gyeongsang province areas who were chosen using convenient sampling method from May 1st to June 30th of 2017. The data was analyzed using IBM SPSS/WIN 22.0 factor analysis on clinical dental hygienists' organization citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction. T-test and one-way ANOVA were performed for subjects' general characteristics and organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction depending on their job characteristics. The mean comparison was drawn using the Scheffe test. Pearson's correlation and multiple regression analysis were performed to examine the relation of clinical dental hygienists' organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction Also, the significance level was set at 0.05. Results: Clinical dental hygienists' organizational citizenship behavior was 3.84 points with organizational commitment of 3.27, empowerment of 3.41, self-leadership 3.45 and job satisfaction of 3.57. Factors that influence clinical dental hygienists' organizational citizenship behavior appeared in the order of organizational commitment, job satisfaction, self-leadership, empowerment and job intensity, and the model's explanation power was 45.6%. Conclusions: Clinical dental hygienists' organizational citizenship behavior was correlated to career, organizational commitment, empowerment, self-leadership and job satisfaction, where organizational commitment had the biggest influence. Therefore, clinical dental hygienists organizational citizenship behavior needs further studies and investigtae more ways to promote factors that influence organizational citizenship behavior.

• Journal of Korean Society for Quality Management
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• v.38 no.4
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• pp.491-503
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• 2010

This paper presents a research model, which identifies a relationship between medical error reduction, efficiency of organizational systems, and employee satisfaction with organizational support. The proposed model was tested through hypotheses, based on data collected from 210 respondents from the medical staff of large -sized (i.e., more than 500 beds) residential hospitals in cities of South Korea. The results of the study showed that medical error reduction is associated with corrective system and employee satisfaction with organizational support. Therefore, it is very important that organizations improve their employees' satisfaction by providing sufficient support (e.g., information support and sharing, work guide book, etc.) for their work. In addition, in organizational systems, the corrective system has positive relationship with medical error reduction. In terms of corrective procedures, leaders or managers can make improvements by providing and supporting a friendly work environment where errors may be reported without blame and discussed in order to be corrected.

• Journal of the Korea Convergence Society
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• v.9 no.11
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• pp.393-402
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• 2018

Recently, interest in organizational performance has been increasing due to marketization and diversification of supplier introduced in long-term care system. To analyze the effects of caregivers' calling on the organizational performance of long-term care facilities and to examine the mediating effects of job satisfaction on the path, data were collected from caregivers in Seoul and Kyonggi-do. Multiple regression analysis was used to examine the effect of caregivers' calling on job satisfaction and job performance, and the mediating effect of job analysis was tested by hierarchical regression analysis. As a result, caregivers' calling had a positive effect on job performance and job satisfaction, and the job satisfaction showed full mediation effect between caregivers' calling and effectiveness and partial mediation effect between caregivers' calling and efficiency. Based on this, we discussed the need to improve efficiency through job satisfaction management and to manage efficiency by managing job satisfaction and vocation awareness.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.641-650
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• 2003

Purpose: The purpose of this study was to examine the performance, autonomy, and organizational commitment of the preceptors. Methods : The sample consisted of 29 nurses in one university hospital. The data were collected through a questionnaire survey of performance, autonomy, empowerment, and organizational commitment conducted from May through August. 30, 2003. The subjects accepted preceptor training for 26 hours, which was conducted by a researcher. The contents of the training program consisted of an introduction to preceptorship, nursing organization, teaching and learning methods, interpersonal relationships, organizational management, self management, and basic nursing practice. Analysis was performed by SPSS for percentile, mean, standard deviation, and correlation using the paired t-test. Results : Our study results showed that performance, autonomy, empowerment, and organizational commitment were significantly altered by training. After education for preceptors, performance, autonomy, empowerment, and organizational commitment were all enhanced. Performance was related with empowerment, and not with autonomy. Conclusion : This study suggests that the application of preceptorship as a nursing management intervention can benefit organizational efficiency.

• The Korean Journal of Franchise Management
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• v.7 no.2
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• pp.37-45
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• 2016

Purpose - This study aims to examine the impact of leadership on organizational trust and innovation performance, and to identify whether organizational trust plays a mediating role in the relationship between leadership and innovation performance. Also, this study attempts to find out how to improve organizational efficiency and effectiveness based on leadership-based or trust-based strategies. And, this research proposed that organizational trust plays a core mediating role in the relationship between transactional and transformational leadership and innovation performance. Research design, data, and methodology - In order to test the hypotheses of this study, the survey was conducted towards franchise coffee shop employees between November 7 and 18, 2016. We contacted top executives of coffee shop franchise headquarters and explained the purpose of this study. Among 150 questionnaires distributed, 123 were collected. Of these collected questionnaires, 102 questionnaires were coded and analyzed for further analysis. In order to test the unidimensionality and reliability of the factors, factor analysis and reliability test were performed using SPSS/PC+ 22.0. And, the hypotheses were tested using hierarchical mediated regression analysis. Result - The results are as follows. First, transactional leadership, and intellectual stimulation, motivation of transformational leadership had significant impacts on organizational trust. Second, organizational trust, transactional leadership, and influence of transformational leadership had significant impacts on innovation performance. Third, the mediating test of organizational trust showed that transactional leadership plays a partial mediator, and intellectual of transformational leadership plays a full mediator in the relationship between leadership and innovation performance. Conclusions - The implications of this study are as follows. First, the top management should provide their organizational members incentives or rewards based on their performance. Second, top management should identify and express a clear vision and desirable organizational goals for the future, present an idealized vision, and communicate to organizational members that the vision is achievable, also have organizational members to think creatively and find optimal solutions to difficult problems. In sum, this study revealed the important role of leadership in embedding organizational trust in and improving innovation performance of coffee shop employees and the mediating role of organizational trust in the influence of leadership on innovation performance.

• Journal of Korea Port Economic Association
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• v.24 no.1
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• pp.85-102
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• 2008

The purpose of this study is to analyze the effects of Logistic Information System on performance by efficiency of internal operation and organizational innovation. The results of this study as follows : The characteristic variable evaluation model that extended from the performance(user's value, perceived usefulness) of Logistic Information System were verified meaningfully. In this study, the efficiency of internal operation and organizational innovation were very important factor, to analyze the effects of Logistic Information System on performance. This study expect that Logistic Information System will achieve their Logistic Information System competitiveness through continuous quality measurement and improvement to increase the performance.

• Asia pacific journal of information systems
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• v.10 no.2
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• pp.97-123
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• 2000

This paper proposes a model for assessing enterprise network maturity. We define maturity in terms of the institutional and member support for the network(organizational maturity) and its technical sophistication(technological maturity), and examine their relationships. We build several hypotheses about the relationships between the maturity types and between the maturity of the network and various organizational factors including industry, size, and performance of the enterprise. We test the hypotheses using data collected from a questionnaire survey with Korean firms. The results show that there is a positive correlation between organizational and technological maturity. It is also found that investment in the network infrastructure has a positive influence on the organizational efficiency. However, it is found that industry type does not affect network utilization, but size does, suggesting that large firms utilize network infrastructure more than small ones do. We also identify various relationships among performance, satisfaction level and the maturity of the enterprise networks. Finally, we provide an overview on the current technological state of the Korean enterprise networks.