• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.11
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• pp.715-727
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• 2020

For the empirical analysis in this study, 335 cabin crews from large airline companies and budget airlines were interviewed using self-reporting questionnaires. The data was analyzed using the SPSS 23.0 and AMOS 23.0. First, of the organizational culture types, the relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were found to have negative impacts on job stress. Second, the innovation-oriented organizational culture, relationship-oriented culture, and hierarchy-oriented culture were found to have positive impacts on empowerment. Third, empowerment was found to have a negative impact on job stress. Fourth, as for the mediating effect of empowerment, the innovation-oriented culture, relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were verified to be all significantly mediated by empowerment in their relationship with job stress. As a result, it was shown that cabin crews of airline companies found their work more fun, interesting, and valuable in an organizational structure that was more oriented toward flexibility, rather than the hierarchical, task-oriented cultures that are more focused on control and order. It was also found that empowerment was a mediating factor in the relationship between organizational culture and job stress.

• Journal of the Korean Wood Science and Technology
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• v.51 no.6
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• pp.555-568
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• 2023

The diffusion strategies of wood culture were established using the analytic hierarchy process, to prepare a diffusion plan of wood culture and wood utilization in response to climate change due to global warming. 'Standardization of wood culture', 'Valuation of wood culture', and 'Habituation of wood culture' were set as three major implementation strategies and priorities were evaluated. As a result, it was analyzed in the following order: 'Development of systematic education programs for each age group for rational and efficient use of eco-friendly wood materials and development of wood education standard guidelines linked to the curriculum', 'Preparation of scientific basis data on human compatibility and eco-friendliness of wood to ensure the reliability of wood and wood products', and 'Establishment of monitoring and improvement plan through the designation as a model school'. Through this, it was determined that an educational environment, changes in public attitudes through publicity, and expanding opportunities to use wood and wood products were necessary for wood culture diffusion. The results of this study can be used as basic data to derive the diffusion strategies of wood culture and establish a roadmap and policy implementation strategy to revitalize wood culture.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.4
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• pp.313-322
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• 2016

Purpose: The aim of this study was to determine the impact of nursing organizational culture types on innovative behavior and job embeddedness among clinical nurse. Methods: For this study a descriptive correlational study design was used. Participants were 293 nurses who had more than one year work experience. They were recruited from two university hospitals, one in Seoul and one in Gyeonggi province in 2016. Collected data were analyzed using SPSS/WIN 21.0 statistics program. Results: Hierarchy-oriented culture was the highest type of organizational culture perception and innovation-oriented culture, the lowest. Multiple linear regression analyses showed that, when age and total clinical experience were adjusted for, innovation-oriented culture perception was the most significant factor influencing innovative behavior, followed by task-oriented culture and relation-oriented culture in that order ($R^2$=.33, F=24.50, p<.001). Relation-oriented culture perception was the factor most influencing job embeddedness, followed by task-oriented culture and innovation-oriented culture in that order ($R^2$=.48, F=55.98, p<.001). Conclusion: More systematic and sustained organizational efforts are required to improve the hierarchy-oriented culture highly perceived by nurses and to emphasize innovation-oriented, relation-oriented and task-oriented organizational culture to increase innovative behavior and job embeddedness among clinical nurses.

• International journal of advanced smart convergence
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• v.13 no.2
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• pp.154-165
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• 2024

The purpose of this study is to investigate the relationship between organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) as perceived by organizational members and its impact on organizational justice and job performance. This contributes to providing additional data for the revitalization and development of the organizational system for efficient management and operation measures included in the organization's sustainable management. To this end, the hypothesis established through the traditional process of quantitative research was tested as follows. First, organizational culture showed a positive effect on organizational justice. Second, organizational culture had a positive (+) effect on job performance. Third, organizational justice was significantly analyzed in terms of job performance. In other words, the importance of systematic re-establishment and continuous implementation of organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) and organizational justice consistent with organizational characteristics was emphasized in order to improve job performance, which is the result of organizational competitiveness. In addition, it is the aspect of drawing practical implications for strategic human resource management and human resource development to systematically improve it.

• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.3
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• pp.25-36
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• 2020

Purpose - As the interest of financial aria increase in economic change and labor market change, this study focused on the employee of the financial aria in Korea. The purpose of this study is to analyses relation among relationship variable and organizational culture variable and organizational effectiveness of financial aria employees in Korea. Research design, data, and methodology - This study measured relationship variable with communication and trust. And measured organizational culture variable with innovation, relation, hierarchy and rational. And measured organizational effectiveness with job satisfaction and organizational commitment. Empirical analysis is conducted using 442 financial aria employees of 7th HCCP in KRIVET. And SPSS is used in frequency and stepwise regression test and AMOS is used in path analysis with group differentiation test. Results - Overall results show that trust and relation culture give positive influence on job satisfaction. Organizational commitment results show that relation culture and rational culture give positive influence and also job satisfaction. However, hierarchy culture gives negative influence on organizational commitment. Also, the moderating effect of work characteristics is significant. Conclusions -Result of this study give managerial implication to HRM and also expend inflected organizational culture study to financial aria in Korea. Especially gives insight to relationship, organizational culture and organizational effectiveness. And management differentiation needs between work characteristic.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Fourth Industrial Review
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• v.1 no.1
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• pp.11-22
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• 2021

Purpose- The purpose of this study is to give implications on how to decrease employee turnover intention of Korean information and communication industry employees using organization culture, job satisfaction and organizational commitment. To do that this study analyzes relationships among variables and analyses mediating effect of job satisfaction and organizational commitment. Research design, data, and methodology- To analyze relationships among organization culture, job satisfaction, organizational commitment and turnover intention of employees, this study used the 7th KRIVET's HCCP employee data especially employees working in the information and communication industry who has more than university degree education. The analysis is conducted by using SPSS 21 and frequency analysis correlation analysis, regression analysis and mediating effect are analyzed by using MACRO PROCESS procedure for SPSS. Result- According to the empirical results, organization culture of innovation, relation and rational directed significantly affect both job satisfaction and organizational commitment. And job satisfaction and organizational commitment significantly affect each other. Turnover intention is significantly affected by job satisfaction, organizational commitment, innovation directed and hierarchy directed. However, the influence of innovation and hierarchy showed conflicting results. Conclusion- Based on this study result, implications to manage the turnover intention of Korean employees in the information and communication industry are discussed. Especially, the effect of organization culture, job satisfaction and organizational commitment is discussed. And the mediating role of job satisfaction and organizational commitment is also analyzed. Result implicates that cautious approach is needed in managing organization culture to employee attitude of job and organization is needed

• Journal of the Korea Institute of Information and Communication Engineering
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• v.13 no.9
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• pp.1737-1744
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• 2009

This study calculated the relative importance between evaluation factors of websites focused on culture and tourism in J region by 3C_D_T evaluation model of website. That is, this paper was analyzed by AHP (analytic hierarchy process) and calculated the relative weights and preference. In conclusion, this study showed that content was the most important factor and proposed the improvement planning through sensitivity analysis.

• Journal of Korean Clinical Nursing Research
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• v.24 no.2
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• pp.137-146
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• 2018

Purpose: The purpose of this study was to identify the influence of nursing organization culture on resilience of new nurses. Methods: Participants were 1,033 new nurses with careers of less than 12 months and who were from 43 general hospitals located in Seoul, Incheon, other metropolitan cities and provinces in Korea. The data were analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression with SPSS/WIN 24.0 program. Results: Relation-oriented culture was scored highest for perception of organizational culture by new nurses (3.35), followed by hierarchy-oriented culture (3.19), innovation-oriented culture (3.12), and task-oriented culture (2.73). The score for resilience of the new nurses was 3.49, and the first subcategories were interpersonal relationship ability 3.66, self-positivity 3.45, and self-control ability 3.36. Relation-oriented culture (${\beta}=.30$, p<.001) was the most significant factor influencing resilience of new nurses, followed by innovation-oriented culture (${\beta}=.14$, p=.001), hierarchy-oriented culture (${\beta}=.12$, p<.001), task-oriented culture (${\beta}=-.10$, p=.003) in that order ($R^2(adj. R^2)=.16$, F=47.04, p<.001). Conclusion: Findings show that for improved resilience in new nurses it is necessary to develop relation-oriented culture to provide a cooperative work environment(friendly interpersonal relation and dialogue) for new nurses and to encourage involvement of these members in the hospital culture.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.385-396
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• 2006

Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.