• Journal of Digital Convergence
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• v.16 no.4
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• pp.259-265
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• 2018

This study investigates convergent factors associated with occupational stress among General Hospital Administrative Staff(GHAS). The survey was administered to 221 staffs from 11 general hospitals located in J city from November 1st, 2016 to January 31st, 2017, using structured self-administered questionaries without respondents' personal information. The hierarchical multiple regression analysis shows the following results. The occupational stress of respondents turned out to be significantly higher in following groups: a group in which organizational justice-distributive is lower, a group in which self-esteem is lower, a group in which self-efficacy is lower. The results show explanatory power of 39.5%. The results of the study indicate that the efforts, to increase organizational justice-distributive, to increase self-esteem, to increase self- efficacy, are required to decrease the occupational stress among GHAS. These results are expected to be utilized for organizational and personnel management to reduce occupational stress in GHAS. In the following study, the research of additional factors and the analysis of structural equation model about the occupational stress among GHAS will be needed.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.241-251
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• 2017

The purpose of this study is to review the effects of organizational citizenship behavior on innovative behavior and intention to leave, and the moderating effects of self-efficacy in Korea Politechnics' teachers and professors. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 206 employees of Korea Politechnics campus. Empirical survey's findings are as follows; First, altruism, conscientiousness, sportsmanship appeared to be positively related with innovative behavior. Second, courtesy, conscientiousness, sportsmanship appeared to be negatively related with intention to leave. Third, self-efficacy moderated negatively the relationship between altruism and intention to leave. Fourth, self-efficacy moderated negatively the relationship between sportsmanship and intention to leave.

• Journal of Digital Convergence
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• v.17 no.8
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• pp.187-196
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• 2019

This study focuses on the characteristics of culture and art industry organizations that emphasize tradition and artistic values. The purpose is to investigate the relationship between transformational leadership, job meaning and collective efficacy, and to clarify the effect of this study. In order to clarify this relationship, research models and hypotheses were set up based on literature research, and 377 questionnaires were distributed and retrieved for the relevant industry workers. The results showed that transformational leadership had a significant effect on group efficacy. In addition, the influence of transformational leadership on job meaning, the effect of job meaning on collective efficacy, and the mediating effect of job semantics were confirmed. These findings can provide guidelines for organizational change by identifying the effects of transformational leadership on the attitudes of members in the culture and arts industry.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.2
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• pp.15-31
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• 2022

This study was conducted to suggest a start-up policy that includes start-up education and support for active seniors with various careers who try to change their careers before and after retirement. From this point of view, this study divided the factors affecting the entrepreneurial will of active seniors into entrepreneurship organizational and functional competency and identified the effect of these competencies on entrepreneurial efficacy and entrepreneurial intention. In the proposed model, start-up competency is divided into organizational competency (leadership, creativity problem-solving, communication, decision-making) and functional competency (management strategy, marketing, business plan). And this study examined the mediating role of entrepreneurial efficacy in the relationship between entrepreneurial competency factors and entrepreneurial intention. Meanwhile, PLS-POS analysis was performed to uncover the heterogeneity and pattern in the proposed structural model. The survey was conducted with the help of an online survey company from November 27 to December 15, 2020 for the active senior age group from 40 to under 65 years old. Data were collected from a total of 433 panelists and analyzed using SPSS 22.0 and SmartPLS 3.3.7 programs. The findings are as follows. First, the finding shows that the entrepreneurial organizational and functional competencies of active seniors had significant positive(+) effects on entrepreneurial efficacy. Second, the result shows that entrepreneurial organizational and functional competencies of active seniors had significant positive(+) effects on entrepreneurial intention. Third, the findings show that entrepreneurship efficacy had a significantly positive(+) effect on entrepreneurial intention. The findings of PLS-POS show that entrepreneurship education needs to be carried out by identifying the needs that require entrepreneurial organizational and functional competency when training for entrepreneurship competency. In summary, the findings of the current study are to determine what the competency factors are for the government (local government) to increase the policy direction necessary for establishing and implementing entrepreneurship education and training programs to develop policies to enhance the economic activity participation rate of active seniors.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.356-367
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• 2021

This study is a study on how much organizational leadership influences customer orientation so that it can secure and maintain a continuous competitive advantage in the rapidly changing environment of corporate management and public organizations. it was approached through theoretical consideration of pygmalion leadership. The purpose of this study is as follows. First, a conceptual definition of the three research variables of pygmalion leadership and its constituent atmosphere, feedback, and output is given. Second, the casual relationship between the conceptually defined three research variables of pygmalion leadership and self-efficacy and organizational commitment was verified. Third, the casual relationship was verified on the extent to which pygmalion leadership influences customer orientation through self-efficacy and organizational commitment, which are parameters. Fourth, through the verification result of the casual relationship between the research variables constituting the research model of this study. It was intended to present an implication. In addition, the significance of direct causal relationships between the research variables of pygmalion leadership, mediating variables, and dependent variables, which constitute the verified research models was verified, and the results of hypothesis testing were presented, and the academic and practical implications of the results of this study were presented.

• Quality Improvement in Health Care
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• v.5 no.2
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• Health Policy and Management
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• v.17 no.1
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• pp.50-74
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• 2007

The purpose of this study was to identify a determent of mastery approach goal and performance approach goal using a basic concept of goal orientations and goal setting theory, and to evaluate a preference of goal achievement index as a balance score card (BSC). The study model proposed had a adoptable level of goodness of fit index(.94) and root mean square residual(.08). The meditating variable, goal contribution, totally mediated the impact of goal commitment, Y-theory human behavior, and self-efficacy but organizational resource contribution for pursuing goal orientation. Moreover, goal contribution significantly determined mastery approach goal(p<.01) and performance approach goal(.05). In standardized effects, the most powerful antecedent of mastery approach goal and performance approach goal were in order of organizational resource contribution(.27/.28), goal contribution(.21/.17), self-efficacy(.07/.06), and Y -theory human behavior and goal commitment(.05/.05), respectively. Moreover, goal contribution had a more powerful impact on mastery approach goal(.21) rather than performance approach goal(.17). In the preference of BSC, all job types preferred learning and growth index in first. In the second preference, medical doctors and pharmacists chose financial results, nurses customer service, and office managers internal processes. Each job type reflected its' own preferred BSC index to that of the other job types. In comparing a preference of four BSC index of each own job type, it was statistically different at p<.001. In conclusion, one who emphasize organizational goal contribution in pursuing goal orientation has a more strong orientation toward mastery approach goal rather than performance approach goal. A hospital should overcome and harmonize the different preferences of four BSC index since the differences might cause organizational conflicts among job types with having each unique professional norm.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.26 no.3
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• pp.66-76
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• 2018

Terminal 2 of Incheon in'tl airport had made a grand opening since January 2018. Terminal 2 is currently operated by mainly Korean airline in cooperation with such skyteam members as Delta airline, Air France and Royal Dutch KLM. It is expected another three skyteam member airlines join the separate operation at terminal 2 since this coming winter. It is believed very meaningful research to analyze how separate operation of Global alliance of airlines affects the global brand image of an organization. To find out such effect, researchers have made an empirical analysis of perception of airline staffs working at terminal 2. This paper has focused on how the staffs perceive airline service quality in the changed working environment and on how significantly their perception on service has an effect on airline's global brand image with such moderating variables as organizational efficacy and organizational trust. According to empirical analysis using structural equation modeling, it was proven the variable of responsiveness among perceived airline service qualities had a direct significant effect on formulating airline's global brand image associated with joint venture between Korean airline and Delta airline. However, the other variables had a indirect significant effect on global brand image with moderating effects.

• Journal of Korea Society of Digital Industry and Information Management
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• v.10 no.2
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• pp.187-201
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• 2014

This research attempts to see the phenomenon that how job satisfaction formulate through the analysis of structural relationships between the degrees of authenticity, self-concept, self-efficacy and organizational goals and objects. The survey collected questionnaires of the authentic leadership, self-efficacy and job satisfaction. 152 numbers of samples are collected for survey to observe empirical relationships, causal and correlation, for elucidating respected structural equation model. Structural equation modeling was carried out to explore the relationship of authentic leadership, self-efficacy, and job satisfaction. The mediation model posits that self-efficacy mediate the linkage between authentic leadership and job satisfaction. The result of this research indicates the positive impact of authenticity may not affect job satisfaction. As much leader authenticity affects positive impact to self-efficacy which is individual identity, the leader should invest them to foster the authenticity. In other words, authentic leadership on job satisfaction of subordinates is not directly affected. In order to increase job satisfaction of subordinates, leaders should be focused to raise self-efficacy.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.37-44
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• 2009

Purpose: The purpose of this study was to investigate the relationship between professional self-concept, self-efficacy and job satisfaction of clinical nurse in schoolwork. Method: Data was collected from convenient sample of 407 nurses in 3 cities. The questionnaire measured the level of professional self-concept, self-efficacy and job satisfaction of clinical nurse in schoolwork. The data were analyzed using descriptive statistics, t-test, ANOVA, and Pearson's correlation coefficient, partial correlation. Result: The mean score of professional self-concept was 2.83(${\pm}.34$) self-efficacy was 3.64(${\pm}.31$), job satisfaction was 3.12(${\pm}.38$). There were significant differences on three variables according to age, a clinical career, level of education. There was a significant positive correlation between professional self-concept and self-efficacy, job satisfaction. The self-efficacy was a significant positive correlation with job satisfaction. Conclusions: From the studies reviewed, it can expect the positive effect to improve the self-efficacy, professional self-concept and job satisfaction when the nurses who have continuous education and organizational support. These findings would be important resource to nurse administrators for clinical implication.