• Korea Journal of Hospital Management
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• v.4 no.2
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• pp.1-20
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• 1999

Objectives: Quality of Working Life(QWL) is a set of employee's physical, mental conditions which are perceived at their work. Most employees and managers are concerned about the quality of working life as a strategy for improving organizational effectiveness. The purpose of this study is to investigate the relationship between QWL and organizational effectiveness of employees at the general hospital. Methods : Data were collected by self-administered questionnaires at the general hospital in Kyunggi-Do. Survey was conducted to 675 workers. QWL was measured by using 5 items from the scale developed by Walton(1973). Organizational effectiveness was measured by measuring organizational commitment, intention of job-shift, and job satisfaction. Results: The recognitions to each component of QWL were significantly different by socio-demographic characteristics such as sex, age, education levels and working duration. Also, QWL were significantly different by types of organizational culture. Multiple regression analysis and multiple logistic regression analysis were applied to find the relationship of QWL and organizational effectiveness. As a result, job-pride, compensation, working condition, human relationship and development showed significant relationship with organizational effectiveness. Conclusions: These results show that QWL is significantly related to organizational effectiveness. So we expect that this result will be used as basic informations for management and motivation of employees at the general hospital.

• Journal of the Korean Society for information Management
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• v.15 no.2
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• pp.119-136
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• 1998

The objective of this study is to evaluate the organizational effectiveness of uniersity libraries in Korea. This study models emphasized the situational factors, fundamental factors and types of organiz tional effectiveness. environment, technology, size, strategy, and power were taken as situational factors of organizational structure ; fundamental factors were complexity, formalization, and centralization ; organizational structures were diveded into simple organization, functional organization, departmental organization, subject divisional organization(I), (II). Efficiency, flexibility, information service and satisfaction were taken as effectiveness factors and satisfaction was subdivided into organizational commitment and job satisfaction. In this study, situational factors, fundamental factors and types of organizational structures influence one another, ultimately affect the level of organizational effectiveness. Organizational effectiveness represents no organization of high organizational effectiveness on all levels.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1031-1040
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• 2021

The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.545-553
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• 2021

This study examines the role of Leadership style and Organizational culture in predicting employee Performance. The aim of the research is: 1) to know the direct effect of Democratic Leadership on employee Performance, 2) to know the direct effect of Democratic Leadership on organizational culture, 3) to know the direct effect of Organizational culture on employee Performance, 4) to test the role of Organizational culture as mediation the effect of Democratic Leadership on employee Performance. The respondents were all employees at the Education Office East Java. The sampling method was used to collect data from 106 employees at the Education Office East Java, Indonesia, using surveys and questionnaires. The data obtained were analyzed using the Path Analysis with SPSS statistical software. The study had four findings. Firstly, Democratic Leadership has a significant effect on employee Performance. Secondly, Democratic Leadership also has a significant effect on Organizational culture. Thirdly, Organizational culture has a significant effect on employee performance. Fourthly, organizational culture mediates the effect of Democratic Leadership on employee Performance. Furthermore, the direct effect of Leadership style and the mediation role contribute to knowledge. The results showed that implementing Democratic Leadership supported by a conducive organizational culture guides employee to perform better.

• Journal of the Korea Safety Management & Science
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• v.5 no.4
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• pp.245-256
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• 2003

Job characteristics have influence on the organizational effectiveness. The job characteristics are the core job dimension and organizational effectiveness. Aptitude and personality also act on job characteristics. In this study, we investigate chinese characters by province and city. The purpose of this study is to develop the job characteristics and organizational effectiveness model for chinese by province and city. Consequently, we suggest to be applied the model to korean finns strategically, which push into China, by view of improvement of organizational effectiveness and adaptation in China.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.2
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• pp.172-179
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• 2010

Purpose: The purpose of this study was to examine the canonical correlation between organizational culture and nurses' informatics competency. Method: Participants in this study were 354 nurses from three hospitals and one university. The scales of organizational culture, informatics competency for nurses were used. Descriptive statistics, Pearson correlation coefficient, canonical correlation were used for data analysis. Results: The dominant organizational culture was hierarch-oriented culture. Nursing informatics competency of the participants was relatively low with a mean score 3.04. Organizational culture was related to informatics competency with 2 significant canonical variables. The first variate showed the higher four subcategories of organizational culture showed the better nursing informatics. The second variate indicated that nurses felt higher innovation-related and lower hierarch-related culture showed higher medical informatics-related software usage and computer related information management, lower perception of informatics and information search using internet. Conclusion: Organization culture has a major of impact on the success of information system use. Therefore, the continuous strategy for higher innovation-related organizational culture such as management support should be needed.

• Korean Management Science Review
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• v.15 no.2
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• pp.161-175
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• 1998

As organizations have come to be more complex and diverse, management has come to spend an increasing proportion of its time and efforts in handling organization conflict. Moreover, organizational conflict problems are often not recognized until the balance of interests is destroyed or a radical organizational change such as BPR takes place. Once an organizational conflict arises, however, it reduces corporate synergy seriously, leading to organizational ineffectiveness. Therefore, it is important to identify the cause of organizational conflict in advance and resolve it based on the proper diagnosis as early as possible lest it should undermine the organizational effectiveness. We propose a method that facilitates diagnosing potential organizational conflict and determining appropriate strategy to the conflict, based on the analysis of cognitive maps. To support the application of the method in the real world context, a computerized tool is introduced. The working procedures of the method and the features of the tool are illustrated with their application to the real case of the cable TV home shopping company.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.2
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• pp.95-104
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• 2018

The purpose of this study is to investigate the impact of narcissism on employees' social media addiction and how it influences their job satisfaction and organizational commitment. And this study explores if perceived organizational support can moderate the relationship between narcissism and social media addiction. For this, this study collected data from 285 employees in Korean companies through a survey method and uses SPSS 18.0 for hierarchical regression analysis in the hypothesis test. First, organizational politics increases mood modification, withdrawal and tolerance among the sub-factors of social media addiction. Second, each phenomena of social media service addiction such as salience, withdrawal and tolerance decrease each relevant factors of job satisfaction and organizational commitment. Third, withdrawal and tolerance among the sub-factors of social media addiction play the mediating roles between narcissism and each relevant factors of job satisfaction/organizational commitment. Finally, perceived organizational support decrease the effect of narcissism on mood modification, withdrawal and tolerance among the sub-factors of social media addiction. This study provides some of managerial implications to corporate executives who try to manage organizational attitudes.

• Korea Journal of Hospital Management
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• v.16 no.3
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• pp.19-40
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• 2011

The purpose of this research is to study empirically the relationship between servant leadership and organizational effectiveness and more importantly the moderating effect of Hospital employees' belief in public service on such relationship. The result showed that servant leadership positively affects three organizational effectiveness including job satisfaction, organizational commitment and OCB(organizational citizenship behavior). It was also found that Veterans Hospital employees' belief in public service moderated the relationship between servant leadership and those three organizational effectiveness variables. In other words, those who have strong belief in public service showed higher job satisfaction, organizational commitment and OCB as well as higher service and responsibility mind. Finally, limitations of the study and suggestions for future studies are presented in the conclusion.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.186-195
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• 2017

The purpose of this research was to find the effect of leadership on organizational identification and organizational commitment in casino industry. Prepared questionnaires were distributed to 340 sample employees working in a domestic casino and then a total of 316 questionnaire were used for data analysis. This study was processed by carrying out internal consistency method, exploratory factor analysis besides frequency analysis, multiple regression analysis by using SPSS Win 19.0. The results of research are as follows: 1) transformational leadership had a positive effect on organizational identification. 2) Transformational leadership had a positive effect on affective commitment. 3) Transformational leadership and transactional leadership had a positive effect on continuance commitment. Therefore, this study suggests that transformational leadership is an important factor to raise the employees' organizational identification and affective commitment.