• Journal of dental hygiene science
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• v.8 no.4
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• pp.291-297
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• 2008

This study had collected 322 dental hygienists working in Daegu area, in order to investigate burnout and organizational effectiveness of dental hygienists and find relationship between these, and there were conclusions as follows; 1. The average burnout points are 2.82, and we could gain each point as follows; emotional burnout 3.26, cynical attitude 2.63, and declination of job efficiency 2.58. The average organizational effectiveness points were 3.0, and the gained each point was organizational immersion 3.12, turnover intention 2.73, job satisfaction 3.14. 2. At difference in organizational effectiveness according to general characteristic, the over 30-years-old showed the highest point in organizational immersion (3.41) and job satisfaction (3.48) (p = .031, and .000). Also the married are significantly higher than the unmarried at organizational immersion (3.37, 3.07) and job satisfaction (3.40, 3.10) (p = .014). The work over 6 years showed the highest point in organizational immersion (3.30) and job satisfaction (3.29) (p = .002, and .013). The work during 3~5 years showed the highest point in turnover intention (2.93) (p = .005). The annual salaries were more than 25million won showed the highest point in organizational immersion (3.57) and job satisfaction (3.44) (p = .000, and .001). 3. The variables related to organizational immersion were declination of job efficiency, and emotional burnout, cynical attitude ($R^2=.42$). These were significantly abnormal correlation with organizational immersion. Turnover intention was related to emotional burnout, cynical attitude and declination of job efficiency($R^2=.33$). These were normal correlation with turnover intention. The variables related job satisfaction were declination of job efficiency, cynical attitude, emotional burnout and ages ($R^2=.36$). These were attentively abnormal correlation with job satisfaction.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.281-289
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• 2012

Purpose: In this study, we examined the differences and relationship between teaching style of preceptors, and personality, nursing performance, and organizational socialization of new nurses. Methods: The participants were 118 new nurses. The data collected from March to May 2011 were analyzed using descriptive statistics, ANOVA, and Pearson correlation coefficients. Results: Teaching style of preceptors was most frequently judgement-initiative, and personality of new nurses was most frequently extraversion. Nursing performance ($3.05{\pm}.59$) and organizational socialization ($3.05{\pm}.59$) of new nurses were at an average level. Nursing performance and organizational socialization of new nurses were not significantly different according to teaching style of preceptors. Significant correlations were found between personality and nursing performance, and between personality and organizational socialization. Conclusion: These findings indicate that changes in perceived teaching style of preceptors and personality of new nurses may be necessary to increase efficiency of preceptorship related to nursing performance and organizational socialization of new nurses. The above-mentioned results should be reflected in the development of effective preceptor training programs.

• Journal of the Korea Society of Computer and Information
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• v.13 no.7
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• pp.257-267
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• 2008

This study aimed at identifying the organizational factors that influence the performance of e-Government. For this purpose, we reviewed much research related to organizational and e-government performance. Also we surveyed from A governmental agency and performed the analysis. The findings show that all organizational factors (chief officer's commitment, information-oriented culture, and interpersonal/interdepartmental collaboration) have an significant and positive effects on the performance of e-Government: increase in customer service, improved work efficiency, cost reduction). Also, the results show that all organizational factors have much stronger relationship with the customer service than other organizational factors.

• International Journal of Computer Science & Network Security
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• v.21 no.12
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• pp.328-334
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• 2021

The article examines the economic essence and approaches to determining the efficiency of the enterprise. The author in the study considers the effectiveness and from the standpoint of qualitative analysis of the effectiveness of change and implementation of enterprise development goals. It is established that the tool for ensuring qualitative impacts on the efficiency of the enterprise is the innovative development of the economic space of the enterprise. The article considers the dominant innovations that have influenced the means and methods of production. An organizational and economic mechanism has been recommended to coordinate the costs of innovation activities in order to ensure the efficiency of enterprises. The object of management in the organizational and economic mechanism is the innovation process in the enterprise: from the design of strategic goals of innovation, search and commercialization of innovations, to building and implementing innovation potential. The efficiency of the enterprise under the condition of realization of innovative potential will be characterized by steady competitive advantages and strategically-oriented behavior in the market.

• Industry Promotion Research
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• v.8 no.2
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• pp.29-36
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• 2023

Summary This study summarizes the results of analyzing 410 questionnaires from October 15 to October 26, 2022 on the impact of ESG management of SMEs on organizational productivity improvement. First, all areas except for clarity of promotion, validity of content, efficiency of method, sub-areas of employee friendliness and productivity improvement, which are sub-areas of ESG management, labor welfare, job satisfaction, and employee "favorability, retention attitude" among organizational management. Since there is a correlation in , work efficiency can be maximized by appropriately adjusting sub-variables of ESG management. Second, it can help an organization prioritize for productivity improvement through the zodiac correlation. The causal analysis showed that clarity of promotion (β=.342) and validity of content (β=.276) had the most influence. Third, from ESG management. The correlation between clarity of promotion, validity of content, efficiency of method, friendliness of employees and organizational management showed a high correlation at .719, and causal analysis showed that efficiency of method (β=.455) and friendliness of employees (β= .217) was found to have an influence on organizational management, which indicates that personnel organization management is necessary to increase the efficiency of the method (β=.455). This study is meaningful in revealing the causal relationship between ESG management performance and productivity improvement in the middle.

• The Journal of Information Systems
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• v.15 no.3
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• pp.55-85
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• 2006

The purpose of this study Is to investigate what types of internal capabilities are mainly supported by information system applications that have been introduced in organizations during the last three years, and to examine the relationships between information systems' support on internal capabilities and organizational performance are differed with the organizational size and the type of industry. This study is also to suggest a few research propositions that can be applied to empirical studies dealing with the relationship between organizational performance and information systems' support on organizational capabilities in the future. To accomplish these research purposes, this study performed a survey and 101 responses were used for statistical analysis. The research results are as follows: First information systems' applications introduced into organizations during the most recent 3-year period, were mainly used to support the production/service capability, leading to an improvement of both the product and the service and reinforcement of task efficiency in the organizations. Second the support of information systems' applications on the production and service capability of organizations influenced organizational performance in a positive manner. Third, the relationship between organizational performance and support of information systems on organizational capabilities was partially differed by organizational size and the type of industry, the organization is involved in. Fourth, two research propositions that can be applied for empirical studies in the future were suggested with regard to the relationship between organizational performance and support of information systems on organizational capabilities, based on the statistical analysis.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.366-373
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• 2011

This study aims to present basic directions and implications of the organizational culture and job performance by analysis of the causal path between the variables acknowledging the important role of the organizational satisfaction on the assumption that the organizational culture which is developed for improvement of the revenue officer's job performance by the taxation organization. In the results of analysis, the clan culture, hierarchy culture and market culture except the culture of innovation have positive effects on the organizational satisfaction, and the higher the organizational satisfaction, the higher efficiency of the performance of the tax administration affairs become, so the job performance becomes increase. This can be the results that the characteristics of the tax organizational culture which conducts the taxation administration affairs by the clan culture which is hierarchical and emphasizes the business performance through teamwork, and the market culture which emphasizes the results reflect the job performance. Therefore, the organizational culture that develops sense of ownership and being performed autonomously and responsibly should be created in order to increase the competitiveness in the organizations and to increase the job performance efficiently by the members of the organization to have worthwhile feeling.

• Convergence Security Journal
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• v.15 no.3_1
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• pp.91-97
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• 2015

When we estimate any organization, we can use scientific tool such as organizational effectiveness. It is very difficult to know the level of organizational goal. If you plan how to assess the effectiveness of your organization, It is a complex and difficult problem, because a few social scientist think that there are many point of view of an concept of organizational goals based on the relatively concrete concept of organizational effectiveness. Social scientist Campbell insist that it is impossible to estimate organizational effectiveness accurately. So we should develope the perfect method to measure the organization as a system, the member's self satisfaction, the efficiency of the team. To achieve a good organizational effectiveness, we should study the method of approach about organizational effectiveness. This is theoretical study and show that the concept and method of approach about organizational effectiveness.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.2
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• pp.143-151
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• 2010

Purpose: This study was conducted to define nurses' level of self-leadership, self-esteem, and organizational effectiveness, and to examine relationships among above variables. Methods: The subjects of this study were 313 nurses from two general hospitals located in Seoul Metropolitan area in Korea. The data was collected by self-reported instruments: Self-leadership scale, Self-esteem scale, Job satisfaction scale, Organizational commitment scale, and Turnover intention scale, Data was analyzed by descriptive statistics, Pearson correlation coefficient, and stepwise multiple reg res don u dng SPSS-PC program, Results: The average scores of variables were; self-leadership, 3,72/5,00 self-esteem, 3,76/5,00 Job satisfaction, 3,36/5.00 organizational commitment, 3.29/5.00 and turnover intentioncri 2.94/5,00, Self-leadership was dgnificantly correlated to self-esteem, job satisfaction, organizational commitment, and turnover intention. Self-leadership, job satisfaction, and turnover intention explained 52.3% of organizational commitment. Self-leadership and organizational commitment explained 43% of turnover intention. Conclusions: It is recommended to develop standardized self-leadership curriculum in the nursing school to build a foundation of self-leadership from undergraduate nursing students, Educational programs are needed that promote nurses' self-leadership as regular continuing education. Organizational effectiveness would be improved by providing programs to enhance nurses' self-esteem, educational motivation, and organizational commitment, which boost self-leadership.

• Journal of the Korean Society for information Management
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• v.31 no.3
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• pp.65-87
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• 2014

Organizational communication is an element of organizational structure formation; it is also a process of achieving organizational goals through the information sharing among the staff members in the organization as a social system. Organizational performance is a multidimensional concept composed of efficiency and effectiveness and satisfaction. Effectiveness implies service quality and the degree of goal achievement. Service quality by using the $LibQUAL+^{TM}$ model can be considered as an objective performance measure for libraries. This study aims to identify the effect of organizational communication in public libraries on service quality as a performance measure using the $LibQUAL+^{TM}$ model through statistical analyses of the results from questionnaire surveys of librarieans and users in 8 public libraries in Seoul metropolitan area. The result says the characteristics of organizational communication(upward, horizontal, downward communication) affects the three elements in the library service quality, such as affect of service, information control and library as place.