• Journal of Korean Academy of Nursing Administration
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• v.5 no.2
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• pp.225-235
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• 1999

This study was conducted to offer a basic material for effective human resource management of nurses by studying correlations among inter-department rotation, job motivation and organizational commitment. For this study 159 nurses in a medical college hospital were surveyed. Organization Assessment Instrument(Van de Ven. 1980) and Organizational Commitment Questionnaire (Mowday, 1979) were used. SPSS was used to analyze the data. The results of this study are as follows : 1. Nurses who had been rotated to other departments showed higher motivation scores than those who had not. 2. Nurses who had been rotated also indicated higher organizational commitment scores than those who had not. 3. There was significant positive correlations among nurse's age, job motivation and organizational commitment of nurses. 4. There was significant positive correlations among nurse's experience, job motivation and organizational commitment of nurses. 5. Inter-department rotation times were significant positive correlation with job motivation. 6. "The sense of achievement perceived form performing one's duty" was the most important criteria that nurses consider in measuring their job motivation. As to the criteria for inter-department rotation, some respondents stated that it is needed when "current assignments are not suited for particular individuals" and such rotations would job motivation and elevate the morale of nurses involved." Many opposed using the rotations as a "means of reprimanding individuals." In conclusion, inter-department rotation has a positve effect on the nurse's job motivation and organizational commitment, so regular inter-department rotation have to be recommended to nurses who want rotation.

• Journal of Korean Library and Information Science Society
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• v.24
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• pp.301-334
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• 1996

This study is aimed at examination and analysis of current status of university library's line and staff organization especially the private university's. Motivation for this study is based on the following facts : First, the library work now is changing from the conventional one to automated one. Second, librarians in the front line must be trained in the newly set work because of the separation of work process in automated libraries. Methodologies of this study, apart from theoretical aspects, were visiting and interviewing librarians at 30 university libraries, examining the current status and problems of the line and staff organization of the university libraries. The result from the study is as follows: First, interviewing reveals that 35% of the 75 private university library is having 'associate directorship by librarian' system. Benefits from this system are described, recommending other University libraries adopt this system. This system su n.0, pplements the weak point of concurrent director's office of lay professor, as well as encourages librarian's morale by promotion. Second, the current organization of the university libraries are to be reformed. Namely, 1) the name of each division must be newly and a n.0, ppropriately set of changed suiting for the work of automated library, thus reforming the division. This must be conducted via collection of opinions of the Korean Library and Information Science Society' and associated organizations. 2) Newly formed division(for example, administrative division or division of operation and management, division conducting digital library work, etc.) must be added to the line and staff organization. 3) For information service division, there must be a certain number of subject specialists. 4) Status of the directorship of university library, librarianship, issue of renaming of university library are also described.

• Fire Science and Engineering
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• v.24 no.5
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• pp.68-78
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• 2010

The purpose of this study, fire officials during the field activities find causes fugitive dust of containing asbestos is the seriousness of the phenomenon is a threat case and through questionnaires, during on-site activities to prevent exposure to asbestos is effectively. Analysis of the relationship to field activities of fire officials and about the dangers of asbestos dust, asbestos cancer caused by asbestos, and to protect fire officials from the same disease like malignant mesothelioma, by varying the conditions of irrational, fire officials at the scene activities in advance of a deadly hazard is aimed to eliminate through optimization of organizational management and a safe and pleasant working conditions for fire officials through the deadly hazards at the scene of action is aimed to obviate. Also according to asbestos exposure by wearing protective equipment as well as thoroughly strengthen firefighting, firefighting awards to recognize the seriousness of the hazard factors, disease and provide compensation to the legal system, for diseases not yet recognized officially recognized by disaster supplemented by institutional, fire officials to improve morale and working conditions, etc. versus expectations is to improve public services.

• Women's Health Nursing
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• v.1 no.1
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• pp.68-80
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• 1995

Housewife plays a significant role in maintaining a health family life. If she can not function adequately due to high stress, it will affect quality of life of the household members. It also interferes with the normal process of family development. Futhermore, dysfunctional family will have effects on morale of the servicemen in military. This is a descriptive study. The main purpose of this study is to compare the level and types of stress between a group of military wives and a group of civilian wives and provide a data which can be used to develop a stress management program. Sample consist with 250 military wives and 250 civilian wives residing in metro Seoul area. Data collection was done during October 4, 1994-November 30, 1994. Stress was measured with the instrument developed by the researcher. The cronbach's ${\alpha}$ score of the instrument was .91. The data was analyzed by using SPSS-PC. The results of this study are : 1. The stress score was 47.09 for military wives, 36.56 for civilian wives. The range of score was 0-192. The stress level of military wives was greater than civilian wives. (t=4.80, P<.000) 2. The rank order of stressors of military wives were 1) move 2) residential environment 3) purchase of house 4) holidays. The rank order of stressors of civilian wives were 1) husband late return after work 2) arguments with husband 3) holidays 4) husband's drinking problem. The result shows that the main stressors of military wives are frequent moves, residential environment, uncertainty of the future, unsafe work environment of husband, and the lack of private life which are all associated with the military. Therefore, it is urgently needed to distribute this facts through military journal to understand the characteristic of the stress of military wives, and to develope appropriate health care program to lessen the stress.

• Korean Journal of Health Education and Promotion
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• v.15 no.1
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• pp.151-163
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• 1998

The purpose of this study is to find options which reduce the job stress and to enhance morale through a variable analysis, and also apply this data in the legal and administration fields. The data for the research was obtained from 217 dental hygienists working in the dental clinics, dental hospitals and university's dental hospitals' in Seoul. The tool used by this study was a Questionnaire measuring on-the-job stress of dental hygienists, was a modified and revised. The Questionnaire version used to measure bank's job stress and used to suggest options by Dae-ha Yoon(1991). Classification of items for measuring job stress was based on Theoretical Study on Job Stress by Dae-hyon Song(1986). The scale used in study was the two points (yes or no in the job stress) scale measuring for variables. The period of data collection was 30 days from December 4, 1995 to January 5, 1996. The methods of data collection were self-writing, direct visit, and postal Questionnaire answering, 224 copies of Questionnaire data were collected, but only 217 copies were used. 7 copies could not be analyzed, were not used for this study. The data analysis was conducted by SPSS after coding the collected raw data. The general characteristics was obtained from real digits and percentages. In order to analyze the difference of sub-variables against the job stress based on general characteristics. Mean, Standard Deviation, and F test (ANDVA) were conducted. The following were the results of job stress variables: 1. Meaningful variable affecting the working organization, is compensation system(p〈0.03). 2. Meaningful variable affecting the working period, is work overload(p〈0.02). 3. Meaningful variable affecting average patients per day, is the career management and payment(p〈0.04, p〈0.01). 4. Meaningful variable affecting number of staff, is the comrade relationship, role conflict among patients, work overload, and job overload(p〈0.000, p〈0.05, p〈0.04, p〈0.01). The comrade relationship is most affected to the number of staffs aides. 5. Meaningful variables affecting job diversion, are the desire and value, the non-role play, and the environment(p〈0.003, p〈0.02, p〈0.005).

• Korean Security Journal
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• no.35
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• pp.37-62
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• 2013

One of the organizational characteristics in the modern society is the emphasis placed upon individual autonomy in an effort to promote and develop each member's morale as well as the efficiency in personnel management. Therefore, it can be understood that the importance of "Self" is recognized in work places and the leadership of supervisors and each member's self-management and control are also emphasized, leading to establishment of the "Self-leadership" concept. In this study, the effect of the Transformational Leadership of the supervisors on the subordinates' Self-leadership was analyzed and the causal factor of organizational support in the relationship between Transformational Leadership and Self-leadership was defined. A survey was conducted with 182 security officials at the National Assembly and the following results were obtained. First, Transformational Leadership had a positive effect on Self-leadership and the Transformational Leadership of the supervisors had a statistically significant impact on the organizational support awareness. Furthermore, organizational support showed a statistically significant mediator effect in the relationship between the Transformational Leadership of the supervisors and the Self-leadership of the subordinates. Finally, future directions in regard to the personnel management system were suggested.

• Korean Security Journal
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• no.16
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• pp.81-99
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• 2008

Despite its legal, systematic and quantitative growth, Korean private security has not been showing satisfactory level of qualitative growth comparing to quantitative growth as it socially shocked with recent occurrence of the events and accidents. People on demand of security are making use of private security service to offset insufficient supply of security power as, especially, the incendiarism at Sungryemun last February brought out security issues for nationally important facilities and cultural assets, and other cases showed that the police would not cope with the appropriate security services under the current security system for protecting the life and property of people. For the supplementation of security power, the private security service is prevalent, but lots of service providers would not overcome its small business scale, except some large-sized security providers. There are some problem occurred as some providers employed staff who would not have the stuff for performing security service and they even committed illegal actions. Some opinions pointed out that it should come up with measures as they socially lose their credit. Therefore, this research suggests the recognition of the importance and the improvement measures of human resources management as follows. Security Service needs: 1. control of criteria for the employment/recruitment of human resources; 2. inducement of qualitative improvement of security service by ensuring excellent quality of human resources; 3. elevation of morale of organizational members with the operation of efficient promotion system; 4. introduction of professional certification system for the inflow of excellent quality of human resources.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.1
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• pp.162-171
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• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Management & Information Systems Review
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• v.36 no.4
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• pp.149-166
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• 2017

The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

• The Journal of Fisheries Business Administration
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• v.17 no.2
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• pp.65-106
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• 1986

1, The Purpose of Study This is a study on the Evaluation of the operating of Fisheries Extension Services of Korea, for performing the activities such as guiding fisheries technique as well as offering industrial information to the fishermen in fishing village. By doing so, the Fisheries Extension Sevices(FES) can materialize the continued growth of fisheries, the social and economic development of fishing village, and the increase in income by enhancing the knowledge level of Fishermen, etc. In performing fisheries policy, this activity plays a great role on the research and development activity, and it has become practical since 1976 in Korea. In order to meet immediately with the problem of fisheries technical innovation and rapid environmental changes surrounding the fisheries, the fishermen should not only enhance their scientific and comprehensive capacity in fisheries technique but abtain various effective information. Generally, as most of all the fishemen are poor in the managerial structure and scattered in fishing villages, they have little opportunity in the contact of information. As a result, it is nessessary for the FES to perform the fishing business by the extension service officials who has received special training and acquired fisheries know-how in these fields. And yet, FES is under the unfullfilled circumstance in such factors as manpower, technical know-how, equipment, and the service system etc., which is required in promoting the social, economic development of fishing village and in resolving the high technique demand of fisherman. This study on the fisheries extension services have been studied from those backgrounds. 2. Research Method The data of collecting methods which were necessary in carrying out this study was adopted by the questionaire research on the present extension service activity, through the subject of the extension services (driving agency of the work and the officials), the object(fishemen) and the 3rd observers to the extension services (the authorities concerned). The research sample was taken by the sampling extraction of total 1, 774 men from the above 3 groups. And the research was carried out from August, 1986 to October, 1986, supported from the Fisheries Extension Office (FEO) located in field during the research process. In this study, the levels of the extension operating were determined and estimated in accordance with the extension service method, morale of extension service officials and the extension service system, etc. through the collected data of the research questionaire paper. And based on this result, the essential conditions of the extension services were grasped, and also we tried to present the various activity plan necessary to promote the operating of the extension services. The questionaire research data was calculated by the computer center of National Fisheries University of Pusan, and the total result was again tried on the one demension analysis along with two dimension analysis to search out the relativity between the questionaire, and the statistical test was done $\chi$$^2$test in significance level of l~5%. 3. Contents of Study This study consists of 7 chapters and the contents are as follows : Chapter I : The object and method of the study Chapter II : The assessment and analysis of the extension services Chapter III : The contents and method of the extension services Chapter IV : Analysis of the essential conditions for the extension services Chapter V : The evaluation of activities of extension services Chapter Ⅵ : Conclusion.4. Results and RecommendationTherefore, the results of this study estimated by logical process and analysis are as follows : 1) Most of Korean fishing villages and coastal fishermen have shown much concerns about fisheries technique and social changes, thus many of them were confronted with new problems on how to adapt and to meet changes. 2) Majority of fishermen estimated FEO as an organization of specific technologies with all the thing concerning the fisheries technique in general. Therefore the fishermen wanted to utilize the FEO as an adaptable method for the modern fisheries techniques as well as the environmental changes. 3) In contrast with the fast changes of the fisheries technique, the complexity and variety of technical system and the broadness of fishing village and fishermen, it was revealed that the necessary factors such as the facilities, manpower, budget, and the level of applying techniques of the FEO located in field were highly insufficient. Accordingly, the guiding efficiency was low and the extension services did not provide full solution to the various request from fishermen. 4) It is possible to classify the activation factor for the extension service into two large dimension ; personal dimension relevant to guidance officials and work dimension relevant to the organization. And it was found that the activation level of the work dimension was far lower than the personal dimension between them. So, the activation should be done first in the dimesion to promote the activation of the extension services. 5) The extension services officials are now demoralized in general, thus it is necessary to take reality into consideration : the expense of activity, the adequate endowment of activity scope and the reasonable operation of the position class, etc to enhance its morale. However, in order to do the FES activation, first of all, the systems should be established which is lain unsettled stage until now. And there must be change in the understanding of government i.e. the fisheries extension services are the essential policy subject to build up the base of fisheries growth and modernize the fisheries management. And it should be driven positively with the recognition of the "lasting project".g project".uot;.