• 대한간호학회지
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• 제49권5호
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• pp.562-574
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• 2019

Purpose: The purpose of this study was to identify the response patterns of nursing unit managers regarding workplace bullying. Methods: Q methodology was used to identify the response patterns. Thirty-six Q samples were selected from the Q population of 210 that included literature reviews and in-depth interviews with clinical nurses and nursing managers. Participants were 30 nursing unit managers who had experience managing workplace bullying and they classified the Q samples into a normal distribution frame measured on a nine-point scale. The data were analyzed using the PC-QUANL program. Results: Five types of response patterns were identified: (1) sympathetic-understanding acceleration, (2) harmonious-team approach, (3) preventive-organizational management, (4) passive observation, and (5) leading-active intervention. The preventive-organizational management type was most frequently used by the nursing unit managers. Conclusion: The results of this study indicated that nursing unit managers attempted to prevent and solve workplace bullying in various ways. Therefore, it is necessary to develop and conduct leadership training and intervention programs that appropriately address the response patterns of nursing unit managers, such as those identified in this study.

• 대한간호학회지
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• 제51권3호
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• pp.305-319
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• 2021

Purpose: The purpose of this study was to develop a measurement tool for a positive nursing organizational culture and to verify its reliability and validity. Methods: A conceptual framework and construct factors were extracted through an extensive literature review and in-depth interviews with nurses. The final version of the preliminary tool for the main survey was confirmed by experts through a content validity test and a preliminary survey of 40 nurses. Subsequently, the final tool was developed using a validity and reliability test containing 43 preliminary items. The final version of the tool was used with 327 hospital nurses in the testing phase for the main survey to assess validity and reliability. Results: From the factor analysis, 4 factors and 26 items were selected. The factors were positive leadership of the nursing unit manager, pursuit of common values, formation of organizational relationships based on trust, and a fair management system. The entire determination coefficient was 67.7%. These factors were verified through convergent, discriminant, and concurrent validity testing. The internal consistency reliability was acceptable (Cronbach's α = .95). Conclusion: Both the validity and reliability of the scale were confirmed demonstrating its utility for measuring positive nursing organizational culture. It is expected to be used for education, research, and practical performance policies regarding the nursing organizational culture.

• The Journal of Asian Finance, Economics and Business
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• 제8권8호
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• pp.513-524
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• 2021

Many organizations have realized that to stand out in today's competitive business world, they need not only academic skills but also emotional intelligence (EI). This study aims to investigate the relationship between EI and the organizational performance of university teachers. The convenient sampling technique has been used to select 200 respondents from 25 universities, and a self-administered research instrument has been employed to collect data from the respondents. The reliability test of items is confirmed by Cronbach's Alpha test using SPSS. Factor analysis has been used to find out the significant constructs of EI, which influence organizational performance. Likert scale and multivariate regression analysis have been used for measuring questionnaire items and testing hypotheses. The key outcomes of this study suggest that interpersonal competence, job performance, effective leadership, motivation and creativity, and social competence have a vital influence on organizational performance. The study also reveals that a decision-making system should be developed and the policymakers and concerned authorities should give more emphasis on key variables of EI that are affecting the advancement of higher education. Further investigation is encouraged to identify the mediating and moderating effects of EI on the relationship between employee work engagement and job performance in the organization.

• The Journal of Asian Finance, Economics and Business
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• 제9권9호
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• pp.339-350
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• 2022

The purpose of the study is to determine how organizational culture affects employees' organizational commitment in Vietnamese clothing enterprises. Quantitative research through a questionnaire survey was applied in this research. A Survey of employees of Vietnamese garment companies in Hanoi was conducted from May 2021 to August 2021. The questionnaire was built from reference to previous studies and transferred to Google form. 315 returned questionnaires were usable. The statistical software SPSS 20.0 was used to test the reliability of the scale (Cronbach alpha), exploratory factor analysis (EFA), and regression analysis. The Organizational culture is constructed by 8 components including Organizational Communication, Training and development, Reward and Recognition, Teamwork orientation, Decision-making, Innovation and risk-taking, Direction and future planning, and Leader behavior. Organizational commitment is constructed by 3 components such as affective commitment, continuance commitment and normative commitment. Findings show that organizational culture has a strong impact on organizational commitment in Vietnamese garment companies. Research provides recommendations on developing a good organizational culture through forming suitable leadership, effective organizational communication, training and development, reward and recognition, and a clear direction and future planning to enhance employee commitment to the organization and increase the garment company's performance in the future.

• 농촌지도와개발
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• 제27권4호
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• pp.185-197
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• 2020

This study aim to develope and validate accommodation competency assessment for college students that reflected the educational objective of agricultural college in South Korea. In order to accomplish this goal, firstly, scale for developing collegiate accommodation competency assessment and secondly we also modify of items based on pilot test results was implemented. The results of the study are summarized as follows. Based on a comprehensive literature review and the development cases of accommodation competency assessment of other college and universities, 3 accommodation competency areas that matched the students of the agricultural college were selected. 3 accommodation competencies such as self leadership, ego-resiliency, interpersonal relation, career preparation were derived as competencies. The developed assessment was pre-tested with 915 students and analyzed to verify the reliability and validity of the test empirically. The reliability and validity of the collegiate accommodation competency assessment developed in this study were some what satisfactory.

• 대한치위생과학회지
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• 제5권2호
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• pp.123-144
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• 2022

Background: The aim of this study was to identify the bibliographic characteristics and research trends of the literature published on the profession of dental hygiene to provide basic data for research, education, and intervention program development for the establishment of healthy professionalism among dental hygienists and dental hygienist students. Methods: A literature search was conducted through four databases. They were looked up using the terms "dental hygiene" and "professional." Finally, 46 research papers that meet the selection criteria were selected for analysis. Results: From 2004 to 2022, 46 articles were published. Except for key words related to subjects and tools, key words ranked at the top were job satisfaction, self-esteem, self-leadership, and stress. Five tools of professionalism-professional self-concept, professional intuition, professional identity, and a professional values scale -were used in the study. Conclusion: Considering the social perception of dental hygienists as professionals and the reality of dental hygiene that is carrying out the process of professionalization, efforts are needed to identify and promote beliefs and attitudes toward professionals such as professionalism and professional identity.

• 영재교육연구
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• 제22권2호
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• pp.483-497
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• 2012

본 연구의 목적은 교사용 유아 영재성 평가척도를 개발하고 이의 타당도를 살펴보는 것이다. 연구대상은 서울특별시, 울산광역시, 대구광역시, 광주광역시, 대전광역시에 소재한 유아교육기관 15곳에서 재원 중인 만 5세 유아 357명과 이들의 담임을 맡고 있는 교사, 그리고 부모였다. 척도의 타당도 및 신뢰도를 확인하기 위해 탐색적 요인분석과, Cronbach's ${\alpha}$ 계수 및 상관계수를 살펴보았다. 연구결과는 다음과 같다. 첫째, 교사용 유아 영재성 평가척도에 대한 탐색적 요인분석 결과 5요인(언어능력, 창의성, 과제집착력, 예술적 능력, 리더십)으로 구성되어진 것으로 나타났으며 최종문항은 20문항으로 확정되었다. 둘째, 교사용 유아 영재성 평가척도의 준거타당도를 살펴보기 위해 부모용 유아 영재성 평가척도 간의 상관관계를 살펴본결과 정적상관을 보이는 것으로 나타났다. 셋째, 교사용 유아 영재성 평가척도의 변별 타당도를 살펴보기 위해 유아영재와 일반유아 간의 교사용 유아 영재성 평가점수의 차이를 살펴본 결과 유아영재가 일반유아보다 더 뛰어난 것으로 판별되었다. 넷째, 교사용 유아 영재성 평가척도의 신뢰도는 .82~.91로 나타났으며 전체 신뢰도는 .93으로 나타났다. 이러한 결과는 본 척도가 유아 영재성을 측정하는 데 신뢰롭고 타당한 것임을 보여준다.

• 농촌지도와개발
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• 제20권3호
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• pp.729-753
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• 2013

본 본 연구는 "4-H청소년 서울현장체험학습"프로그램의 효과성을 분석하는데 목적을 두고 수행되었다. 본 연구에서는 청소년수련활동인증제에서 인증된 청소년 수련활동프로그램의 효과성을 측정하기 위해 개발한 "청소년 인증수련활동의 효과성 측정도구"가 활용되었다. 분석결과는 다음과 같다. 첫째, "4-H청소년 서울 현장체험학습"은 글로벌리더십, 교류의 적극성, 세계(지역)문화의 이해 등 교류 활동으로서의 효과성과 관련된 모든 영역에서 정적인 효과성을 나타내었다. 둘째, "4-H청소년 서울현장체험학습"은 자신감, 도전정신, 성취동기, 공동체 리더십 등 모험개척활동으로서의 효과성과 관련 모든 영역에서 정적인 효과성을 나타내었다. 셋째, "4-H청소년 서울현장체험학습"은 문제해결능력, 도덕성, 타인존중, 자기존중 등 자기계발활동으로서의 효과성과 관련된 모든 영역에서 정적인 효과성을 나타내었다. 넷째, "4-H청소년 서울현장체험학습"은 자기효능감, 자율성에서 정적인 효과성을 나타내는 반면, 탐구심에서는 정적인 효과성을 나타내지 않았다. 마지막으로 후속연구를 위한 제언을 제시하였다.

• 대한안전경영과학회지
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• 제10권4호
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• pp.297-307
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• 2008

At the spots of enterprises experiencing rapid environmental changes, necessity for ceaseless managemental innovation is raised. We can't deny that management quality is also a part of such managemental innovation. Introduction of management quality by an organization is different from introduction of other individual innovative techniques. Management quality is not one time project but complete historical change program to be pursued continuously. Furthermore, it must be understood as a strategic 'Quality Journey' looking for far future of an organization. Malcolm Baldrige Model has been increasingly used in Korea as a global standard for management quality. The model, however, has shown a number of limitations in application due to nonsystematic elements in the implementation process. The deployment process of the model should be detailed through a real world case study. In this research, we proposed a quality evaluation standard model which is suitable for the Korean public enterprise based on the Malcolm Baldrige Non-profit Criteria, and examined the model. A 7-Point Likert Scale was used based on the seven categories within the 2007 Malcolm Baldrige Non-profit Criteria: Leadership, Strategic Planning, Customer and Market Focus, Management Analysis and Knowledge Management, Workforce Focus, Process Management, and Results. Furthermore, we analysed the validity and causal relationship among the factors within the model. Through the above case study, following common factors for successful Malcolm Baldrige Model have been derived. The following is a summary of the results of this study. First, for Malcolm Baldrige Model management, needs powerful support Leadership. Second, for Malcolm Baldrige Model management, needs systematic Strategic Planning. Third, for Malcolm Baldrige Model management, needs the continuous Customer and Market Focus. Fourth, for Malcolm Baldrige Model management, needs systematic Measurement Analysis and Knowledge Management. Five, for Malcolm Baldrige Model management, needs systematic Workforce Focus. Six, for Malcolm Baldrige Model management, needs systematic Process Management. The finding are surely necessary factors to arrange the human resource management for upgraded management quality, those factors help to explain why all enterprises consider human resource as the strategic view.

• 벤처혁신연구
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• 제7권3호
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• pp.183-228
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• 2024

본 연구는 정보통신기술(ICT)분야 스타트업의 특수한 요구를 반영하는 핵심 인재 역량 평가 척도를 개발하는 것에 목적을 두었다. 기존의 인재 역량 평가 도구들은 대부분 대기업이나 전통적인 중소기업의 환경을 기준으로 설계되어, 기술이 급변하는 스타트업의 역동적인 요구 사항을 충분히 반영하지 못하였다. 특히 소수의 인재가 회사의 성공에 직접적인 영향을 미치는 스타트업에게 핵심인재는 매우 중요한 자산이다. 이에 따라, 본 연구는 스타트업이 직면한 도전과 기회에 적합한 인재 역량을 측정할 수 있는 척도를 마련함으로써, 국내 스타트업이 보다 효과적인 인재 관리 전략을 수립할 수 있도록 하였다. 연구는 문헌 리뷰와 심층 인터뷰를 바탕으로 초기 71개 문항을 선별하였으며 본 연구의 문항 기술에 대해 좀 더 정확하고 명료하게 기술되어야 한다는 전문가 의견을 수렴하여 문항의 기술을 변경하였으며, 총 4차 내용타당도를 거쳐 65개의 문항을 개발하였다. 이후 예비조사 및 본조사를 실시하여 총 58개의 문항을 개발하였으며, 본조사에서는 앞서 예비조사에서 도출된 역량의 대분류 3개 요인인 지식, 기술, 태도로 분류한 것을 기반으로 각각 다시 요인분석을 실시하였다. 그 결과, 총 10개의 잠재요인인 업무이해력 6문항, 실무수행경험(암묵지) 6문항, 협업 6문항, 관리 및 문제해결력 9문항, 현장실무능력 9문항, 자기주도성 4문항, 목표지향성 5문항, 적응성 5문항, 관계지향성 5문항, 조직충성 3문항으로 스타트업에서 필요한 핵심 역량의 요인과 문항을 추출하였다. 개발된 척도는 역량의 다면적 특성을 포괄적으로 다루며, 기술 능력, 팀워크, 혁신성, 리더십 등 스타트업에 필수적인 다양한 역량을 종합적으로 평가할 수 있도록 구성되었다. 따라서 스타트업의 관리자들이 구직자의 역량을 객관적이고 정확하게 평가할 수 있도록 돕는 도구를 제공하였으며, 개발된 척도는 스타트업 내에서 직원들의 성장을 지원하고, 전체 조직의 성과를 극대화하는데 기여할 수 있을 것이다. 이를 통해, 스타트업은 내부적으로 우수한 인재 풀을 구축하고, 직원들의 역량을 지속적으로 강화시켜 조직의 경쟁력을 높일 수 있을 것이다. 결론적으로, 본 연구에서 개발한 인재 역량 평가 척도는 스타트업의 특성에 맞춘 맞춤형 평가 도구로서, 스타트업이 급변하는 시장 환경에서 지속 가능한 경쟁력을 확보하는데 중요한 역할을 할 것이다. 또한 국내 스타트업이 성공적으로 성장하고 시장에서 경쟁력을 유지할 수 있도록 지원하는 실무적인 방향을 제시하며, 스타트업 생태계의 발전과 국가 경제 성장에 기여할 것이다.