• Journal of Technologic Dentistry
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• v.26 no.1
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• pp.129-138
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• 2004

The organization to which we belong is the place where we make social relationships, satisfy our desires of self-realization, and accomplish our common object. The emotional and psychological state of individual as well as the whole organization is able to be explained in the concept of morale. The researcher selected a total 238 dental technicians living in seoul, and conducted a research in a period ranging from April 1, 2004, to April1 10, 2004. The researcher analyzed the findings with the aid of SPSS (Statistical package for social sciences). The researcher came to reach the following conclusions on the basis of frequency, percentage, T-test, F-test, and multiple regression. The results of this study were as follows: First, there is a significant difference in recognizing morale due to their age, academic background, their work places, position, part of objective, and working hours(p<.05). Secondly, The researcher there is a significant difference in recognizing due to their social welfare, payment, fair and objective personnel management, enough opportunities of self development, and autonomy(p<.05). Lastly, this study is very limited in generalization because it deals with a small part of morale management plans and objectifies very limited organization. But, it is very meaningful in trying to approach morale management plans with an object of dental technicians. It is necessary that dental technicians should make efforts to control themselves.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.393-402
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• 2002

Purpose : The purpose of this study is to help understanding nursing application of morale after analysing the concept of morale. Method : With a various investigation of the records on the morale, I identified the characteristics of morale. Result : The characteristics of morale are as follows; 1) The active and voluntary motives of performing in a job. 2) The group phenomena as well as individual ones. 3) The characteristics and changeability according to the situation. 4) The self-esteem and satisfaction in a job. Conclusion : As morale can affect the management and success of organization constantly, the analysis of the concept of morale will be available in nursing administration, so the nursing managers should be interested in morale, And nursing managers should enhance the staff's morale in order that the staffs are willing to participate in their work, to be faithful in an organization, to develop creativity and to do better activities and so they have to contribute to the development of the organization and its members.

• Journal of Family Resource Management and Policy Review
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• v.12 no.1
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• pp.127-139
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• 2008

The main purpose of this study was to examine the impact of increasing morale on social support and discrimination. The relationship between discrimination and social support and their influences on the morale of the elderly was investigated, with the goal of raising morale in the elderly. The data were collected from a sample of 574 elderly people in Daejeon Metro-City. Factors positively influencing the morale of the elderly were identified a shaving a partner, a high educational background, financial status, good health status, the presence of an informal support from friends and neighbors, and less feeling of discrimination. Based on these findings, implications for social welfare policy and future research are discussed.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.247-257
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• 2012

Purpose: This study is designed to identify major factors that affect morale among staff of long-term care insurance in National Health Insurance Corporation. Methods: In order to collect the data, a survey was conducted by using the structured questionnaire based on 161 staff members of long-term care insurance of 50 long-term care operation centers, which were randomly selected by the table of random numbers in the whole centers of National Health Insurance Corporation from September 1 to 30, 2011. As for the data analysis, SPSS 18.0 was used to conduct the descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, mutiple regression, and path analysis. Results: The average point of morale was 3.37, and had a negative correlation with the job stress, while it had a positive correlation with the social support, professional identity, and self-efficacy. Job stress, social support, and professional identity have a significant effect on morale among the independent variables. These variables have significant effects on morale, and also have a positive effect on self-efficacy. The findings show that self-efficacy mediates the process of morale. Conclusion: In this study, the factor which influences the morale was identified. It turned out that the morale could be improved by reinforcing the professional identity, managing the health status as well as rotating the working place. As such, it expects both the improvement of long-term care insurance services outcome and its quality through the morale management.

• Journal of Korean Public Health Nursing
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• v.15 no.2
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• pp.225-238
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• 2001

The purpose of this study is to examine public health nurses for their morale, test the effect of each factor on the morale, determine the variables affecting the morale, and thereby, provide for some basic data useful to the development of personnel affair administration for nurses. The survey on the nurses for public health centers was conducted for 10 days from April 23 to May 2, 2001; 96 nurses from Pusan, 101 from Kyonggi-do and 108 from Kangwon-do. The results of the study are as follows; 1. For the demographic variables, those aged between 31 and 39 accounted for the majority $(50.2\%)$ of the sample. $90.8\%$ was married, and $67.9\%$ of the sample graduated from junior colleges. $29.6\%$ of them had worked for 10-14 years and $62.5\%$ was of the seventh rank. $62.3\%$ of the nurses was recruited, and $59.4\%$ had chosen the public job for its guaranteed status. Half the nurses were working for the county population of which was more than 260 thousands, and $53\%$ of the nurses was serving the public health centers with 11-15 members. $47.3\%$ of them perceived that their living standard is middle or lower. 2. The degree of the moral was found as mean score. 2.65, which is interpreted as low. It has 11 factors. The rank of mean score of the factors is job satisfaction (3.36), sense of belonging (3.36), sense of recognition (3.30), stress due to supervision (3.13), degree of participation (3.05) and self-achievement (3.04), while those scoring lower points were assurance of status (2.58), pay level (2.53), working conditions (2.35) and promotion opportunity (2.31). 3. The degree of moral depending on the demographic variables was significantly affected by such variables as age. academic background, career, rank, employment method, motive for the job, size of the population served and living standards. 4. The result of the Stepwise multiple regression analysis for the morale factors, it was found that self-achievement accounted for $61\%$ of the total variance of the degree of morale, followed by stable status $(18\%)$, working conditions $(8\%)$, job requirements $(4\%)$ and promotion opportunities $(2\%)$; these five factors explained about $94.6\%$ of total variance of the degree of nurses' morale. On the other hand. age $(8\%)$ and academic background $(2\%)$ accounted for $10\%$ of the total variance of the degree of morale. 5. The factors affecting nurses' job life was economic need $(26.7\%)$, personnel management $(17.5\%)$, sense of recognition $(13.2\%)$, human relationship $(11.0\%)$, stable status and personal development in rank. On the other hand, the factors influencing on their possible resignation were children's bringing-up $(27.8\%)$, poor personnel management and promotion $(13.3\%)$, workload $(11.1\%)$ and little personal development $(8.9\%)$, Since such morale factors as promotion opportunity, working condition. pay level and stable status scored lower, it is required to reconsider those factors to improve nurses' morale.

• Journal of Industrial Convergence
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• v.20 no.8
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• pp.119-126
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• 2022

The purpose of this study was to examine the effects of a morale promotion program on morale, depression and suicidal thoughts of women elderly in rural area. A non-equivalent control group pre-post test study design was used. The participants were 62 women from O province (experimental group = 28, control group = 34). The experimental group were participated in a total of eight-session, twice a week for four weeks. The collected data were analyzed with descriptive statistics, χ2-test, independent t-test using SPSS 26.0 program. After a eight-week of intervention, there was a significant difference in morale (t=2.09, p=.040) and depression(t=-2.98, p=.004) between two groups except for suicidal thoughts (t=-0.47, p=.638). Therefore, the study morale promotion program has proven to be effective in improving morale, and reducing depression of participants.

• Management & Information Systems Review
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• v.28 no.2
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• pp.21-39
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• 2009

This study examines the international differences in tax compliance and relates these differences to selected determinants of tax morale and Hofstede's Cultural dimensions. The findings of the empirical investigation of data from 38 countries during 5 years(2000-2004) indicate that tax compliance is highest in countries characterized by high economic freedom, high effective competition laws, high government transparency, low shadow Economy, and low power distance. It shows that a powerful deterrent to tax evasion is the creation of a tax morale. Where individuals can exercise their economic rights in terms of economic freedom, important equity market and effective competition laws, in a safe environment that improves their quality of life, they are more prone to view tax compliance as less of a burden and more of a citizenship duty. Our results indicate that policymakers should consider cultural values when designing tax compliance legislation and investigating possible behavior irregularities.

• Journal of Digital Convergence
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• v.16 no.7
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• pp.79-88
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• 2018

Previously, there have been many studies on the fraud of employees, internal customers of the company, but there have been a lot of studies on military affairs that are closely related to the improvement of army's combat power. Therefore, this study investigates how communication satisfaction is influenced by the characteristics of SNS. For empirical verification, 240 soldiers were surveyed in this study. The analysis method was to investigate the correlation between each variable using the Structural Equation Model (SEM). The results of this study show that the SNS characteristics have a positive effect on the overall model related to organizational communication satisfaction. Organizational communication satisfaction has a positive impact on military fraud and organizational communication satisfaction has been shown to mediate between army and SNS traits. Through this research, we intend to promote the morale of soldiers by activating communication among group members using appropriate level of social networking.

• Journal of Agricultural Extension & Community Development
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• v.2 no.2
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• pp.175-189
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• 1995

Poitical demand for decentralization trends in Korea has led the government to plan to localize its agricultural extension system by changing the status of 6,696 extension personnel stationed at the provincial and county level from central government status to local government status as of January 1997. However, serious drawbacks of lowered morale of extension personnel and the financial burden of local governments has not yet been debated extensively for effective personnel management. Some of the findings that emerged from both the analytical and empirical research show the dangers of decentralization such as an increase in disparities, jeopardizing stability, and undermining efficiency. These problems should be considered along with the culture, tradition, and Koreans' attitude towards central and local government. The dangers of decentralization of agricultural extension services in Korea may cause serious problems in allocative efficiency because of a mismatch between available resources and promised expenditures, and in production efficiency because of unproven cost-effective provisions of local governments. It is accepted that the central government can invest more in technology, research, development, promotion and innovation in the agricultural sector. However, changing the status of extension personnel from central government to local government status may lead the best people to leave, lower morale, shake the sense of public service, break networks, and sacrifice investment in research, development and extension. In deciding the future directions for personnel management of agricultural extension services in Korea, maintaining or reinforcing the existing national status of extension personnel should be considered along with a reflection of the basic characteristics of agricultural extension services, linkages of research and extension, the financial burden of local government, specialization of extension personnel, unnecessary duplication of investment among local governments, possible national supports to agricultural research and development, and extension under the WTO systems.

• Journal of Korean Society for Quality Management
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• v.46 no.4
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• pp.785-796
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• 2018

Purpose: Currently, the morale of Quality People and Quality Department in Korea is low, so it is not doing enough work. This is one of the reasons why there is no theoretical support for the role of Role of Quality People and Quality Department. In this paper propose Role of Quality People and Quality Department in Korea. Methods: We reviewed 'Quality History' of Juran and other literature Role of Quality People and future Quality. In addition, We surveyed the actual condition of Role of Quality People and Role of Quality Department in Korean. We propose Role of Quality People and Quality Department in Korea. Results: We propose the Definition, Mission, Characteristic and Quality People Knowledge for the Role of Quality People and Role of Quality Department in Korean. Conclusion: There is still work Role of Quality People and Role of Quality Department in Korean. We expect continuously to improve Quality Competitiveness by Quality Management with good Role of Quality People and Quality Department.