• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.105-116
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• 2016

The purpose of this study is to increase the long term care service quality. This study examines how leadership style and organizational commitment can effect service quality. The basic data has been made by 318 long-term care workers. Major findings are reported: transformational leadership effects affective commitment, normative commitment, continuance commitment and service quality. And transactional leadership effects continuance commitment, too. Espicially, the mediating effects of normative commitment in the relationship between transformational leadership and service quality were verified. These results have implications for the applications of transformational and transactional leadership and on human resource management and suggest on the support policy.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.377-386
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• 2020

This study aims to examine the effect of coaching leadership on reality shock and organizational commitment of new nurses in general hospitals. Data were analyzed through the SPSS/WIN 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and Standard Multiple Regression. Regression analysis proved relevance of the organizational commitment model (F=6.17, p<.001), and coaching leadership had 39.2% explanatory power on reality shock. The results of the study showed that coaching leadership lowers reality shock and boosts organizational commitment of new nurses. This study provides necessary background knowledge of human and material resource management to alleviate the reality shock and help vocational adaptation to reduce turnover rates of new nurses. Hence, with such results, this study aims to provide basic information on future coaching leadership research and coaching leader defense program developments.

• Korea Journal of Hospital Management
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• v.13 no.3
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• pp.69-93
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• 2008

Rising healthcare cost is a global phenomenon that justifies governments' introduction of 'incentive regulation' plan for the improvement of hospital efficiency. A number of previous studies tried to evaluate the efficiency of healthcare organization by using Data Envelopment Analysis(DEA), a common efficiency benchmarking method. However, there is a concern that this kind of efficiency evaluation could induce "quantity-quality trade-off". Moreover, as quality aspect is especially important in terms of 'effectiveness' of health care, it should be considered in efficiency evaluation of healthcare organization. A number of different models were tried so far to incorporate quality aspect into DEA, however, none is universally recognized as a standard. Thus, in this study, previous quality-incorporating DEA models were categorized into 6 types according to the way of incorporating quality aspect, and strengths and limitations of each type were reviewed with a set of artificial data as an example. Based on this review, a new quality-incorporating efficiency evaluation model, named Quality-adjusted output DEA(QAO-DEA), was suggested. As an exploratory empirical analysis, technical efficiency of human resource were measured with different quality-incorporating DEA models, using 2004 data from National University Hospitals. In conclusion, Quality-adjusted output DEA(QAO-DEA) model seems to be one of the most desirable alternatives to incorporate quality aspect in efficiency evaluation of hospital, and deserves the consideration as a policy tool to induce simultaneous improvement of both efficiency and quality.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.23 no.1
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• pp.277-297
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• 2012

The study aims at providing enhanced policies of school library opening services. It analyzed various issues on primary school libraries in Gangnam-gu, Seoul which have provided opening services for the last 10years, from 2001 to 2011, in cooperation with the Gang-Nam Gu Council. In theoretical aspect, this study discussed legal grounds, types, strengths and weaknesses of school library opening policies. Furthermore, it conducted a survey and interviewed the primary school librarians and users to explore their understanding about school library opening. As a result, it presented alternative strategies of three aspects; human resource, administrative system and finance for improving school library opening services.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.297-310
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• 2008

Purpose: The aim of this study was to investigate the attitude of job transfer and job satisfaction in operating rooms, and to use this data towards efficient human resource management. Method: One hundred and seven nurses in operating rooms in a general hospital in Seoul, Korea were surveyed using a questionnaire. Data was collected and analyzed using SPSS/PC program. Results: The attitude toward the job transfer was generally favorable with a mean of 3.32 out of a 5 point scale in rating the need for job transfer. Among the five domains of attitudes toward job transfer, individual development scored the highest(mean, 3.75). The mean score of job satisfaction in the study participants was rated in a 5 point scale with a mean of 3.12. Among the seven domains of job satisfaction, networking(3.37) scored the highest, followed by the perspective of professional position(3.32). Therefore, it can be said that mutual interaction and professional position are the most important factors for job satisfaction. The correlation between the attitude toward job transfer and job satisfaction showed a positive relationship with a coefficient of 0.210, implying that job satisfaction was higher when the attitude toward transfer was more favorable. Conclusion: From the attitude toward job transfer, individual development and professional improvement was favorable, implying the need for such program. Therefore, it is recommended that an official policy should be provided to achieve these goals in perioperative nursing.

• Journal of Gifted/Talented Education
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• v.23 no.5
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• pp.793-815
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• 2013

Research on entrepreneurial gifted youth who have immense potential within the national economy in the near future is critical. The purpose of this article is to establish the proper goal and direction of longitudinal study on entrepreneurial gifted youth and to identify substantial research problems. In order to do a theoretical inspection around preceeding research related with the field, longitudinal study of entrepreneurial youth (including gifted education and entrepreneurship) was executed. As a result, the goal, 'the verification of whether entrepreneurs can be cultivated by educational interventions' was derived as an appropriate research direction. Also, 4 major research problems are presented: (1) Description of the features of entrepreneurial gifted youth and their developmental pattern, (2) Explanation of the effects of educational intervention on intensifying entrepreneurial giftedness, (3) Prediction which identifies the factors that influence the youths' success as eminent entrepreneurs, and (4) Control over promoting talented individuals and refining relevant policy and institutions. Implications and further research directions are also discussed.

• Journal of Korea Game Society
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• v.11 no.1
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• pp.79-91
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• 2011

This study analyzes that Korea online-game emerges by naturally developed demanders, not by intentional suppliers(government/firms). Knowledge Ecological Approach is used to explain the emergence of Korea online-game industry. The research shows several knowledge factors that Korea online-game developed successfully. First, newly developed human resource(mainly lead users) play a strong positive feedback in the knowledge ecology system. The interactive system consists of social & environmental actors(local/global technological textbooks, universities, informal education institutes, companies etc.). Second, early developers start up venture firms through on/offline creative communities which give them project based job experience. Policy implication of the research is that the naturally emerged knowledge ecology, where various actors interact efficiently, determines the fountain new industry rather than discontinuous, intentional physical resources.

• Asian Pacific Journal of Cancer Prevention
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• v.17 no.4
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• pp.2131-2136
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• 2016

Background: Cancer is currently one of the main public health problems all over the world and its economic burden is substantial both for health systems and for society as a whole. To inform priorities for cancer control, we here estimated years of potential life lost (YPLL) and productivity losses due to cancer-related premature mortality in Iran from 2006 to 2010. Materials and Methods: The number of cancer deaths by sex and age groups for top ten leading cancers in Iran were obtained from the Ministry of Health and Medical Education. To estimate the YPLL and the cost of productivity loss due to cancer-related premature mortality, the life expectancy method and the human capital approach were used, respectively. Results: There were 138,228 cancer-related deaths in Iran (without Tehran province) of which 76 % (106,954) were attributable to the top 10 ranked cancers. Some 63 % of total cancer-related deaths were of males. The top 10 ranked cancers resulted in 106,766,942 YPLL in total, 64,171,529 (60 %) in males and 42,595,412 (40%) in females. The estimated YPPLL due to top 10 ranked cancers was 58,581,737 during the period studied of which 32,214,524 (54%) was accounted for in males. The total cost of lost productivity caused by premature deaths because of top 10 cancers was 1.68 billion dollars (US$) from 2006 to 2010, ranging from 251 million dollars in 2006 to 283 million dollars in 2010. Conclusions: This study showed that the economic burden of premature mortality attributable to cancer is significant for Iranian society. The findings provide useful information about the economic impact of cancer for health system policy/decision makers and should facilitate planning of preventive intervention and effective resource allocation.

• The Korean Journal of Health Service Management
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• v.8 no.2
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• pp.49-59
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• 2014

This study attempted to provide some implications for human resource management of health services organizations by investigating the influence of job rotation on motivation and organizational commitment. For empirical analysis, a study model based on literature review of previous researches was developed, and a survey was conducted for the employees of 8 hospitals located in Busan area. In processing the data, frequency analysis, correlation analysis and path analysis were performed using SPSS 18.0 and AMOS 18.0. Main results of empirical analysis can be summarized as follows: First, procedure of job rotation, did not significantly affect tissue immersion and stimulation, but effect of job rotation, has been found to provide a significant effect. Second, motivation was shown to have a significant influence on emotional and normative commitments, sub-factors of organizational commitment variable. In conclusion, suggest that intentions and opinions of the organizational members need to be actively reflected in job rotations of which the effect can be maximized when they are regularly and reasonably implemented.

• Journal of Digital Convergence
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• v.14 no.4
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• pp.315-324
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• 2016

This study, investigating the differences of public hospital employees' communication, motivation, mutual trust, working conditions, fair compensation, job satisfaction, is to identify the factors affecting organizational performance. Through this, an alternative is suggested, which can maximize organizational performance of hospital employees. The period was from October 5 to October 31, 2014 to collect the data from 232 subjects working in public hospitals. ANOVA and regression analysis were conducted and the finding shows that communication, motivation, mutual trust, working conditions, fair compensation, job satisfaction have a significant difference (p<0.05) based on job categories. In addition, the factors affecting organizational performance were communication and fair compensation (p<0.001) for nursing job, age and employment type (p<0.05) and fair compensation (p<0.001) for Medical Support, motivation and fair compensation (p<0.001) for administrative job. The efforts to improve human resource management in their organization which is able to inspire a sense of belonging should be followed.