• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.7
• /
• pp.93-101
• /
• 2019

The purpose of this study is to identify the control effect of empowerment from the effect to the task satisfaction of the nursing staff of the manager of followership, to study the relationship between the followership of nursing manager, task-satisfaction and empowerment that the nurse recognized. The data collection was conducted for nurses working at four general hospitals with 500 beds or more in Jeollanam-do from March 2 to March 17, 2019. The data were analyzed with the general characteristics of the subjects, and the degree of measurement variables were determined by frequency analysis and technical statistical analysis. The differences in the relevant factors according to the general characteristics were analyzed by t-test and ANOVA, and the correlation and multicollinearity among the measurement variables were analyzed as Pearson's correlation coefficiency, and Moderator regression analysis was performed to verify the adjustment effect of the empowerment. The results of the study showed significant results nursing managers' followership, empowerment and job satisfaction by the educational level. In addition, difference from work experience has shown statistically significant differences in job satisfaction. It has been shown that there is a static correlation between the followership of nursing manager that the subject recognized, empowerment and task satisfaction, the influence between followership and job satisfaction has been found to act as adjustment variables on empowerment. The conclusion of this study is meaningful in that it has verified its influence by applying recently emerging followership to nursing field. From now on, extensive research is important for the members to develop the leadership of members and followership.

• The Journal of the Convergence on Culture Technology
• /
• v.5 no.1
• /
• pp.193-203
• /
• 2019

The study participants are nurses who work at three general hospitals in M City, who used structured questionnaires to list 214 people from July 17 to August 7, 2017. Analysis of the collected data was carried out using SPSS WIN 21.0. and M plus 7.00 to analyze latent classes depending on the type of nursing managers' leadership. This study showed that the type of nursing managers' leadership has in analyzing latent classes influences nurses' job performance and turnover intention. Because there is a strong influence on the job performance and the turnover intention so that nurses can be highly aware of transformation-transaction-emotion leadership, the managers of the nursing organization need to foster effective leadership. Training programs are needed to improve nurses' job performance through transformational, transactional, and emotional leadership, and to foster nursing manager's leadership skills to better reflect the turnover intention.

• Culinary science and hospitality research
• /
• v.18 no.1
• /
• pp.91-103
• /
• 2012

The study model was designed and the hypothesis was drawn based on precedent studies in order to analyze the effects of teamwork by servant leadership on job attitudes, aiming at full-time regular status employees and contract employees lower than the general manager position at special grade hotels in Busan. The SPSS WIN Version 15.0 integrated package for data process was used to verify the hypothesis through frequency analysis, reliability analysis, factorial analysis and regression analysis. As a result of study, the verification result for the effect of servant leadership on communication among the teamwork factors showed that forming sympathy and community and vision meaningfully affects communication; the verification result for the effect of servant leadership on interdependence among the teamwork factors showed that forming community, stewardship, vision factor meaningfully affects interdependence; The verification result for the effect of the teamwork factor on organizational commitment as a job attitude showed communication and interdependence meaningfully affect organizational commitment, one of job attitudes. Cousequently, the leaders in hotel organizations are expected to need a role of personnel management through organizational dependence and participatory management, to draw harmony and corporation among employees and build organizing systems, presenting a clear vision about the future to them.

• Journal of Korean Academy of Nursing Administration
• /
• v.9 no.3
• /
• pp.495-505
• /
• 2003

Purpose: The purpose of this study was to develop 360 feedback for nursing unit manager based on the current personnel evaluation system and to evaluate the new tool according to evaluation subjects. Total of 277 subjects of nurse unit managers and staff nurses were participated in this study. Method: The study was conducted in three phases each for development, application, and analysis of 360 feedback. SAS program was utilized for data analysis with descriptive statistics, t-test, and analysis of variance. Result: The evaluation criteria of the developed 360 feedback tool consisted of 13 subscales such as professional knowledge, apprehension & judgement, job performance, applicability, creativity, leadership, responsibility, promptness & accuracy, administrative ability & sense of mission, activeness, cooperation, communicability, and general attitude. The internal consistency of the tool was Cronbach's alpha .939. The evaluation score by! peers(M=4.30) was the highest one, followed by self-evaluation(M=4.23), evaluation by supervisor(M=4.17), and evaluation by subordinate(M=4.10). The differences in the total evaluation scores among the subjects supervisor, self, peer, and subordinate were not statistically significant, but significant differences were found in some subscales scores. Conclusion: Further research is required to test the reliability and validity of the $360^{\circ}$ feedback tool, and to test the outcome and the process of $360^{\circ}$ feedback system.

• Journal of Korean Academy of Nursing Administration
• /
• v.20 no.1
• /
• pp.69-81
• /
• 2014

Purpose: The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. Methods: The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. Results: Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. Conclusion: Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment.

• The Journal of Information Systems
• /
• v.10 no.1
• /
• pp.323-352
• /
• 2001

Venture business plays a great role in creating national competitive power in every country. In particular, software venture business can mostly belong to manufacturing business, and takes the top seat of core industry as the basis of globalization, informatization and localization as well as the driving force of national competitive power. However, software venture business still has some risks in the whole area of business administration including the process of business starting. There are also problems to be solved in such areas as manager's ability, leadership, talent, level of technical development, marketing channel, recruiting of marketing specialists, financial plan and fund raising. In this respect, this study divides 102 software venture businesses into two; business in the stage of growth and matured business through the analysis of questionnaire and analyzes their present managerial conditions according to their characteristics after classifying them into four categories such as general management, technical development, marketing, finance and accounting. Therefore, this study attempts to provide the basic data useful for business activities of software venture business from now on. The results are as follows; First, it can be judged that software venture businesses make efforts for their technical development in their character, and that they make a great investment in research and development. Consequently, it can be believed that this kind of investment must be continued in the future. Second, it can be seen that they are not much interested in marketing and its manpower. In fact, software venture businesses develop products technically at the risk of their life, while marketing plays an important role in the continuity of business. Thus, it is necessary for them to invest in the supplement of manpower in marketing. Third, it is observed that they generally have some difficulties in raising money from outside. By the way, it. is believed that this problem will be solved by appealing to the persons interested such as investors and creditors, if evaluation system would be developed more exquisitely so that their accounting and technical value may be appraised.

• Journal of Technologic Dentistry
• /
• v.29 no.2
• /
• pp.35-47
• /
• 2007

The aim of this study was to make dental technicians recognize the importance of their professional self-concept, and to provide basic data to devise the educational programs and policies of establishing their positive professional self-concept. In addition, the investigator tried to present some improvement measures for dental technicians' actual services by examining their job satisfaction. Study findings are as follows: First, the score of study subjects' self-concept is 3.41($\pm$.58) (perfect score=5), middle or high in rank. As for the mean score of professional self-concept by realms, the self-concept of communication is 3.59($\pm$.67), the highest; the self-concept of leadership in the realm of professional service is 3.54($\pm$.75); the self-concept of skills is 3.50($\pm$.75); the self-concept of adaptability is 3.47($\pm$.69); and the recognizant level of satisfactory self-concept is 2.95($\pm$.81), below the normal. Second, as for the difference of professional self-concept according to general characteristics, such variables as age, marital states, and the length of one's service have a significant influence upon the recognition of self-concept. First, the self-concept of those whose age is between 31 and 35 is the highest (3.64$\pm$.49), and it is followed by that of those whose age is 36 and above (3.57$\pm$.77) and then that of those whose age is between 26 and 30 (3.31$\pm$.56)). And that of those whose age is below 25 is the lowest. The obove results show us that the professional self-concept of older study subjects is higher than that of younger ones in general(p<.01). As for marital states, that of married persons(3.54$\pm$.64) is higher than that of unmarried ones(3.35$\pm$.55)(p<.05). As for the length of one's service, that of longtime employees is higher than that of short-period workers(p<.01). In relation to positions, a manager's professional self-concept is the highest(3.89$\pm$.55) and that of an assistant technician is the lowest(3.17$\pm$.58). Study findings show that the professional self-concept of higher ranking technicians is higher than that of lower ones in general (p<.001). Based on the study findings, the investigator suggests followings: First, studies on the professional self-concept that is appropriate to the characteristics of dental technicians must be carried out with a new point of view. Second, a tool must be researched and developed in order for the professional self-concept of dental technicians to be measured. Third, if a new professional self-concept is established and a measuring tool is developed, a study on the relationship between dental technicians' professional self-concept and practice performance can be carried out again.

• Proceedings of the KSR Conference
• /
• 2011.10a
• /
• pp.1251-1262
• /
• 2011

K-company, being in charge of domestic railway construction and facilities management, got a success rate of 41% with the implement of a improvement scheme by prosecuting of 6 Sigma and the achievement of CTQ (Success criteria : more than 0.5 in achievement of CTQ). It is clear that the factors having an effect on achievement of CTQ are the level of project when pushing forward the project(Big Y and small y according to the scope of the work), the degree of interest of an officer in charge like sponsors, and the continuous feedback toward the implement of a improvement scheme. For improvement CTQ achievement, firstly redefine about a type of project. Secondly, derive small y by Big Y and derives a unit work by small y. Then grouping the unit works and achieve Big Y by performing of every unit work as an executive subject. Thirdly organize a committee of subject selection which is supervised by the general manager. Therefore exhibit staff's leadership, for example motivation, by strong incentives. Lastly, provide ongoing learning and enhance system monitoring about a result management of an betterment execution department.