• 임상간호연구
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• 제24권3호
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• pp.313-323
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• 2018

Purpose: This cross-sectional survey study explored the moderating effect of social support between hierarchy-oriented nursing organizational culture and turnover intention in clinical nurses. Methods: Data were collected using self-report questionnaires from 240 nurses working at three general hospitals in February 2018. Hierarchy-oriented nursing organizational culture, turnover intention and social support were measured using 5, 6, and 8 items, respectively, of validated instruments. Descriptive analysis and hierachical multiple regression were conducted using SPSS/WIN 21.0. Results: Nurses rated $3.66{\pm}0.50$ for hierarchy-oriented nursing organizational culture, $3.40{\pm}0.64$ for turnover intention, and $3.77{\pm}0.56$ for social support respectively. Nurses' turnover intention was positively correlated with hierarchical organizational culture, but negatively with social support. The moderating effect of social support was not significant in the relationship between hierarchical nursing organizational culture and turnover intention. Conclusion: It is required to improve the hierarchy-oriented nursing organizational culture. Institutional preparation and education are urgently needed to strengthen the boss and peer support for clinical nurses and finally to reduce turnover intention.

• 안보군사학연구
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• 통권15호
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• pp.153-192
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• 2018

The purpose of this study is to verify the relationship between mission-oriented Command, organization efficiency, organization culture of 626 field officers in JFMU. Firstly. the study found that decision making in the relationship between mission-oriented command and organization efficiency had negative effect on job satisfaction. Planning and trust lead to positive effect on job satisfaction and organizational commitment and no significance in self decision. Secondly, mission-oriented command may differ depending on the types of organization culture and organization culture has positive effect on job satisfaction and organizational commitment. Thirdly, mission-oriented command has some effect which derives from its impact on organization efficiency that also effects rational culture and rank hierarchy culture. These study results suggest different measures in terms of practice and policy. Firstly. within the military organization, precise communication will lead to job satisfaction without unnecessary overload of communication. Also. we have rationale culture, agreement culture and rank hierarchy culture forming our organization culture. There is a need to apply elements of mission-oriented command depending on the types of organization culture. Secondly, to maximize organization performance through mission-oriented command, we have to strengthen the rationale and rank hierarchy cultures and especially introduce development culture which should be established within the military organization.

• 간호행정학회지
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• 제22권4호
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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.

• 한국산학기술학회논문지
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• 제21권11호
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• pp.715-727
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• 2020

본 연구의 목적은 캐빈승무원이 지각한 조직문화 유형, 임파워먼트와 직무스트레스에 대하여 실증적으로 분석하여, 항공사 산업의 인적관리를 위한 서비스 매뉴얼을 제작하고 관리하는 실무자들에게 적절한 규정을 설계하기 위한 기초자료를 제공하고자 한다. 본 연구의 실증분석을 위해 대형항공사 및 저가항공사에 근무 중인 캐빈승무원 335명을 대상으로 자기보고식 설문조사를 실시하였고, 자료 분석은 SPSS 23.0과 AMOS 23.0을 사용하였다. 첫째, 조직문화 유형 중 관계지향문화, 위계지향문화, 과업지향문화 유형이 직무스트레스에 부-)적인 영향을 미치는 것으로 나타났다. 둘째, 혁신지향문화, 관계지향문화, 위계지향문화, 과업지향문화 유형 모두 임파워먼트에 정(+)적인 영향을 미치는 것으로 나타났다. 셋째, 임파워먼트는 직무스트레스에 부(-)적인 영향을 미치는 것으로 나타났다. 넷째, 임파워먼트의 매개효과를 살펴보면, 혁신지향문화, 관계지향문화, 위계지향문화, 과업지향문화 유형과 직무스트레스의 관계에서 임파워먼트는 모두 유의한 매개효과가 있음을 검증하였다. 결과적으로 항공사 캐빈승무원은 항공사 캐빈승무원들은 통제나 질서를 강조하는 위계적인 조직문화, 업무지향적 조직문화보다는 융통성이나 유연성을 지향하는 조직구조에서 더욱 일이 즐겁고 재미있으며 가치 있게 인식하고 있다는 것을 알 수 있었으며, 조직문화와 직무스트레스의 관계에서 임파워먼트는 매개적 변수인 것을 확인하였다. 이러한 임파워먼트를 높이기 위한 방안과 지속적인 관리와 지원에 따른 시사점을 논의하였다.

• 한국병원경영학회지
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• 제21권4호
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• pp.23-44
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• 2016

We conducted this research for the purpose of examining the effects of organizational culture on service quality and customer satisfaction in the military hospital organizations in Korea. The research samples were collected from employees in 12 military hospitals belonged to the Armed Forces Command. For the analysis we used SPSS 18.0 and AMOS 20.0 program for conducting reliability tests, confirmatory factor analysis, and structural equation model analysis in order to find the relationship between the variables analyzed. The result of this study shows that the military hospitals in Korea have strong relationship-oriented culture, but weak hierarchy-oriented culture. Among the three groups of military hospitals, innovation-oriented culture and relationship-oriented culture were the strongest in the executive agency hospital group, task-oriented culture was the strongest in the group of the he frontline hospitals and hierarchy-oriented culture was the strongest in the group of the rear area hospitals. It was found that the executive agency hospitals have the strongest service quality and customer satisfaction among the hospital groups analyzed. This research also found that relationship-oriented culture and innovation-oriented culture have a direct positive(+) effect on service quality; hierarchy oriented culture has a direct negative(-) effect on service quality; task oriented culture has a direct positive(+) effect on customer satisfaction, and service quality mediated between organizational culture and customer satisfaction. The findings from this study suggests that implementing the dynamic strategies for organizational culture with focus on service qualities is needed given that customer satisfaction in the military hospitals is highly affected by service quality.

• 간호행정학회지
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• 제23권2호
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• pp.170-180
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• 2017

Purpose: This study was designed to assess the types of nursing organizational culture, and degree of self-leadership and burnout as perceived by perioperative nurses, and to identify correlations between these variables. Methods: Participants were 155 nurses from 3 tertiary hospitals in Seoul and data were analyzed using descriptive statistics, ANOVA, Scheffe, and Pearson correlation coefficient. Results: In the types of nursing organizational culture, the mean score for hierarchy-oriented culture was 3.57, and for self-leadership, 3.61 and for burnout, 2.87. In the relationship between the types of nursing organizational culture, self-leadership and burnout, relation-oriented culture (r=.24, p<.01), innovation-oriented culture (r=.23, p<.01) and task-oriented culture (r=.22, p<.01) had a slight positive correlation with self-leadership in that order. The innovation-oriented culture (r=-.29, p<.01) and relation-oriented culture (r=-.42, p<.01) among the types of nursing organizational culture showed a negative correlation with burnout while the hierarchy-oriented culture (r=.28, p<.01) showed a positive correlation with burnout. Self-leadership showed a negative correlation with burnout (r=-.42, p<.01). Conclusion: The results show that nurses in operating rooms have a high awareness of hierarchy-oriented culture that affects burnout in a negative way while having a low awareness of relation-oriented culture that has a positive influence on burnout.

• 간호행정학회지
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• 제11권2호
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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.

• 임상간호연구
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• 제24권2호
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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.

• 한국병원경영학회지
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• 제25권2호
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• pp.25-44
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• 2020

Purposes: This study was to analyze the effects of organizational culture attributes on organizational effectiveness in newly established general hospital. Method: For this purpose, this study sampled 981 hospital employees working for E hospital opened on Apr. 1, 2019 in Seoul. A total of 981 questionnaires were distributed to them, and 888 ones responded to the survey, which had been conducted from Oct. 17, through Oct. 25, 2019. 793 responses were used for the final analysis. The data collected were processed using the SPSS 19.0K for descriptive statistics, T-test, ANOVA, Pearson's correlation coefficient and regression analysis. Findings: First, The type of organizational culture perceived most by hospital employees was 'hierarchy-oriented' (3.53) followed by 'relation-oriented'(3.33), 'task-oriented'(3.23), 'innovation-oriented'(3.19) and job satisfaction scored 3.13, organizational commitment scored 3.28 on their order. Second, 'Relation-oriented', 'task-oriented' and 'innovation-oriented' was positively correlated with job satisfaction and organizational commitment. hierarchy-oriented' was negatively correlated with job satisfaction and organizational commitment. Third, Factors that significantly influencing on organizational effectiveness in a newly established general hospital were as follows. Factors influencing job satisfaction included 'innovation-oriented', 'relation-oriented' and factors influencing organizational commitment included 'relation-oriented', 'innovation-oriented' and age. Practical Implications: In order to increase the organizational effectiveness of the E-General Hospital, it is necessary to gradually move from a hierarchica l-oriented culture to an innovation-oriented and relationship-oriented culture. Since age also affects organizational commitment, it is necessary to promote stability and growth by promoting the mentor-menti system for new members with a low level of experience and experience.

• 한국융합학회논문지
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• 제9권11호
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• pp.491-500
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• 2018

병원간호사가 인식하는 간호조직문화의 유형을 파악하고, 이러한 간호조직 문화와 전문적 삶의 질과의 관계를 확인하기 위함이다. 대상자는 충북의 C시에 소재한 일개 대학병원에 근무하는 간호사 216명이다. 자료 분석은 SPSS/WIN22.0 프로그램을 이용하여 분석하였다. 전문직 삶의 질의 하위영역인 공감만족에 미치는 영향요인으로는 혁신지향문화, 결혼상태, 관계지향문화가 유의한 예측변인으로 나타났고, 이차성 외상 스트레스는 연령, 업무지향문화, 위계지향문화가 유의한 예측변인으로 나타났으며, 소진은 관계지향문화, 임상경력, 위계지향문화가 유의한 예측변인으로 나타났다. 이 같은 결과를 토대로 조직 내 혁신지향문화 및 관계지향문화 형성을 위한 간호사들의 인식 전환 및 개선을 위한 중재프로그램 개발 및 임상에서의 효과를 검정하는 연구가 필요하며, 숙련되고 임상경험이 풍부한 우수한 간호사를 확보하기 위해 조직차원에서의 근무환경 및 처우 개선이 이루어져야 한다.