• Journal of Digital Convergence
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• v.10 no.10
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• pp.31-46
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• 2012

Drawing upon Griffin and Neal's safety climate and performance model, this study developed an information security climate model. Research model is composed of three research variables that include information security climate, information security compliance attitude, and opportunistic security behavior. Results of the study strongly support the fundamental proposition that the organizational security climate has significant positive influence on the individual's opportunistic security behavior. However, the study also reveals that the organizational climate may not directly associate with the reduction of opportunistic security behavior. Rather the organizational security climate nurtures the favorable attitude of the employee towards the compliance of information security, which in turn discourages opportunistic security behavior.

• Korean Journal of Adult Nursing
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• v.24 no.6
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• pp.569-579
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• 2012

Purpose: The purpose of this study was to investigate the relationship between drug dosage calculation error prevention competence and medication safety organizational climate. Methods: We surveyed 207 nurses from 15 hospitals. An assessment survey was designed to assess the medication safety organizational climate which consisted of four subcategories including medication safety cultures, medication safety initiatives, medication error communication, and medication error management competence. The drug dosage calculation error prevention competence contains two subcategories; Dosage calculation habits and ability. The data were collected from July to August 2011. Descriptive statistics, t-test, ANOVA, partial Pearson correlation coefficient, canonical correlation were used. Results: Organizational climate was related to dosage calculation error prevention competence with two significant canonical variables. The first canonical correlation coefficient was .53 (Wilks' ${\lambda}$=0.71, df=8, p<.001) and that of the second was .21 (Wilks' ${\lambda}$=0.96, df=3, p=.027). The first variate indicated higher perception of medication safety cultures, safety initiatives, error communication and error management competence were related to better dosage calculation habits. The second variate showed higher perception of medication safety cultures and lower medication error management competence were related to higher calculation ability. Conclusion: Continuous supporting strategies for medication safety organizational climate should be implemented to improve drug dosage calculation habits.

• Proceedings of the Safety Management and Science Conference
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• 2011.04a
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• pp.309-317
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• 2011

Data were collected from employees(N=155) working in manufacturing industry to assess the impact of safety climate on job satisfaction, organizational citizenship behavior, and intention to turnover. Subordinate dimensions of the safety climate measured in our study were management value, immediate supervisor, safety communication, safety training, and safety practice. The results show that management value and immediate supervisor, of safety climate's dimensions, impact on job satisfaction and organizational citizenship behavior. Intention to turnover was influenced by only immediate supervisor.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.24-36
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• 2019

Purpose: This study provides preliminary data for job satisfaction and organizational commitment by finding out the effects of ethical climate perceived by and ethical sensitivity of nurses on the organizational effectiveness of small and medium-sized hospitals. Methods: Study participants were 155 nurses who had worked one year or longer at small and medium-sized hospitals located in the G city, and they were recruited through convenient sampling. The SPSS/Win 20.0 program was used analyze frequency, percentage, average, standard deviation through independent t-test, one way ANOVA, Pearson's correlation coefficient, and multiple regression. Results: The mean score for organizational effectiveness of nurses had a significant positive correlation with ethical climate and ethical sensitivity. ethical climate, experience of receiving nursing ethics education were the major predictors of organizational effectiveness and explained 61%(F=48.36, p<.001) of the total variance in the study. Conclusion: it has been confirmed that ethical climate and experience of receiving nursing ethics education affect organizational effectiveness, a concept that shows the degree of achieving organizational goals while nurses at small and medium-sized hospitals.

• The Journal of the Korea Contents Association
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• v.11 no.9
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• pp.496-505
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• 2011

The purpose of this study was to research the relationships among ethical climate, trust, organizational identification and turnover intention of employees in travel agency. Ethical climates the prevailing perceptions of typical organizational practices and procedures that have ethical content. Ethical climate involves the perceptions of rightness or wrongness present in the organization's work environment, and establishes the norms for acceptable and unacceptable behavior within the company. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 231 employees in travel agency. The results of empirical analysis showed as follows. First, Perceived ethical climate has a significant effect on trust, organizational identification and turnover intention. Second, Organizational identification has a significant effect on turnover intention while trust has no relationship with it. In addition, the mediating role of organizational identification is examined in the relationship between ethical climate and turnover intention. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

• Journal of Korean society of Dental Hygiene
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• v.19 no.5
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• pp.813-824
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• 2019

Objectives: The purpose of this study was to investigate the effects of emotional labor, organizational climate, and job involvement on turnover intention in Korean dental hygienists. Methods: A total of 806 dental hygienists were enrolled in this study. A self-administered questionnaire was used to evaluate the demographic and occupational characteristics, emotional labor, organizational climate, job involvement, and turnover intention of the subjects. A hierarchical multiple regression analysis was performed. All statistical analyses were performed using the Statistical Package for the Social Sciences for Windows (version 23.0) and p-values < 0.05 were considered significant. Results: Highly chronic exposure to emotional labor were more likely to increase the risk of turnover intention among dental hygienists, especially in the sub-scales of "over-load and conflict in customer service" (OR: 1.64; CI: 1.01-2.64), "organizational surveillance and monitoring" (OR: 1.76; 95% CI: 1.21-2.57), and "lack of a supportive and protective system in the organization" (OR: 1.76; 95% CI: 1.36-2.46). Job involvement (OR: 0.91; 95% CI: 0.86-0.96) and organizational climate (OR: 0.82; 95% CI: 0.75-0.90) were negatively associated with turnover intention among dental hygienists. Conclusions: Exposure to chronic and excessive emotional labor might be a contributing factor for turnover intention, and job involvement and a positive organizational climate contribute to protecting the negative impacts of emotional labor on turnover intention in dental hygienists.

• Journal of the Korean Society for Library and Information Science
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• v.40 no.4
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• pp.307-331
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• 2006

The purpose of this study is to closely examine the factors affecting the organizational commitment of Public librarians. To do this, I have classified the factors related to organizational commitment into personal circumstantial factor. role factor, job factor, and organizational climate : and tried to explain the difference in organizational commitment according to each specific factor and which factor most heavily affected the organizational commitment. To do this I have conducted document studies and surveys. As the result of the study I have analyzed that the job factor effect the organizational commitment of public librarians the most among the four factors; personal circumstantial factor, role factor, job factor. and organizational climate. In succession. organizational climate, personal circumstantial factor was next in line. And the role factor was analyzed as the factor that least affected the organizational commitment of public librarians.

• Journal of Digital Convergence
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• v.16 no.7
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• pp.451-460
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• 2018

This study empirically examined the relationship among ethical leadership, ethical climate, unethical behavior, and organizational commitment in the department affiliated with physical education. Survey data collected from 264 students in the department affiliated with physical education from 5 institutions of a 4-year university located in Seoul and Incheon by convenience sampling. As a result, H1, ethical leadership was not statistically significant with unethical behavior. H2, ethical leadership had a positively significant impact on ethical climate. H3, ethical leadership was found to be positively associated with organizational commitment. H4, ethical climate was not statistically significant with unethical behavior. H5, ethical climate had a positively significant impact on organizational commitment. H6 was not available. H7, ethical climate partially mediated the relationship between ethical leadership and organizational commitment. The theoretical and practical implications of the research findings was discussed.

• Korea Trade Review
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• v.44 no.3
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• pp.203-226
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• 2019

This study incorporates the structural relationships between leadership styles (LS), affect climate (AC), and organizational performance (OP) in Korean export manufacturing companies with three or more overseas subsidiaries. A theoretical model is suggested with the following empirical results. First, the positive effect of engaging leadership (EL) on organizational citizenship behavior (OCB), as well as of engaging leadership, involving leadership (IL), and goal-oriented leadership (GL) on team performance (TP), proved to be significant. Second, both engaging leadership and goal-oriented leadership have significant positive effects on optimism, while involving leadership has significant negative effects on pessimism. Third, only optimism has a positive (+) effect on OCB and TP. The mediating effects were proved to be significant in two paths: one in EL->optimism->OCB and the other in EL->optimism->TP. Finally, in responding to rapid changes in the external environment of exporting companies, the engaging leadership is a key source of organizational performance by forming a favorable affect climate. Therefore, top management should recognize the role of team leaders and strengthen their leadership training. In addition, it was confirmed that leaders with emotional intelligence that can respond to the affects of members play a more important role in forming an optimistic climate in Korea export manufacturing enterprises with foreign subsidiaries.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.1
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• pp.86-100
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• 2010

Purpose: This study was done to examine the relationship of job satisfaction and organizational commitment of perioperative nurses. Method: The subjects of this study were 500 perioperative nurses from 11 hospitals. The data were collected by self-reporting questionnaires from Sep. 19 to Sep. 27, 2009. Results: There was statistically significant relationship among the five variables. The analyses of covariance of these five variables revealed overall significant (p<.05). Stepwise linear multiple regression analyses were used to examine the influence of these five variables. Results indicated that the variables for verbal abuse (p<.01), workplace climate (p<.01), internal marketing (p<.001), and job transfer (p<.001) contributed significantly to the job satisfaction (adjusted R square=.426), while the verbal abuse (p<.01), internal marketing (p<.01), leadership style (p<.001) and workplace climate (p<.001) did to the organizational commitment (adjusted R square=.351). Canonical correlation analyses revealed that internal marketing and workplace climate contributed most significantly both to job satisfaction and organizational commitment. Conclusion: This study found that all these five nursing managerial factors were important influential on both job satisfaction and organizational commitment of perioperative nurses. Addressing these factors with further research will surely improve the commitment of these nurses and ultimately lead to better perioperative nursing care.