• Journal of Information Technology Services
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• v.13 no.2
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• pp.219-250
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• 2014

Corporations look for their competitiveness in many different areas, and one of them is customer call center, which provides professional, special service to the customers. The importance and the value of realization of customer satisfaction at each call center have become significant as it plays a leading role and is responsible for customer recreation and follow-up services. This study held in-depth interviews with 3 groups of professional call representatives (categorized by experience) from popular property and life insurance companies in Korea who operate in and outbound calls. Three variables, emotional quotient, organizational citizenship behavior (OCB), and IT utilization skill, were selected and it was observed how these variables affect the job performance of in and outbound call center representatives. The importance of the relationship between the variables and the key factors in the future direction of improvement of the call center representative organization was analyzed. Emotional quotient refers to the ability to recognize and use the emotion of oneself and others. It was considered it would be effective in enhancing the counseling ability of call center representatives, This study identifies the effect of emotional quotient on job performance and organizational citizenship behavior, which is defined as actions outside of normative roles in the organization. Also, the study aims to prove the effect of emotional quotient on the rapidly developing IT utilization ability in relation to job performance. As a result, it was found that service career (3 months, 3 years, 10 years) had a significant effect on the key factors that affect the organization-emotional quotient, IT utilization skill, and OCB. Especially for OCB, it was considered relatively less important to the new employees, while it greatly affected the job performance, rate of settlement, and sustainment of the working life for those with longer experience. Also, the result of the interview for each variable differed by the service career. Emotional quotient, IT utilization skill, and OCB were close connection for the representatives with longer experience than for those with shorter experience. And the level of intimacy of their relationship with job performance was in proportion to the years of service. Thus, to secure stability for the call center representatives and enhance their job performance continually, the importance of emotional quotient and IT utilization skill shall be reflected in the operation process actively. In particular, in order to lead a organization with outstanding culture, a management system shall apply OCB from the recruitment process.

• Journal of the Korean Society of Industry Convergence
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• v.27 no.3
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• pp.675-684
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• 2024

The purpose of the study is to determine the relationship between the infection control organizational culture, infection prevention environment, and infection control performance of nurses at a children's hospital and to identify factors affecting infection control performance. The subjects of the study were 160 nurses from five children's hospitals, and data collection was conducted from February 19 to 29, 2024. Data analysis was performed using frequency, percentage, mean, standard deviation, and difference analysis of variables using t-test, ANOVA, Pearson's correlation analysis, and multiple regression analysis. As a result of the study, infection control performance was positively correlated with infection control organizational culture (r= .610, p< .001) and infection prevention environment (r= .586, p< .001), and as a result of multiple regression analysis, infection control organization The influencing factors appeared in the following order: culture (β= .369), infection prevention environment (β= .312), medical institution accreditation evaluation experience (β= .165), and infection control education experience (β= .137), and the overall explanatory power was It was 50.8% (F=41.966, p< .001). Based on the results of this study, to carry out infection control in children's hospitals, integrated management including the will and effort of individual nurses, support and policy from medical institutions and the government is needed, and the development of an infection control education program that takes into account the special characteristics of children's hospital nurses. Application is necessary.

• Journal of dental hygiene science
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• v.17 no.6
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• pp.516-522
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• 2017

The purpose of this study was to identify the effect of dental hygienists' perceptions of dental organizational culture and professional identity on organizational commitment. A survey was conducted with 310 dental hygienists working in dental hospitals and dental offices. If dental hygienists experience organizational cultures as having different degrees of organizational commitment, then the type of organizational culture and commitment may be important variables in understanding and reducing the turnover rate of dental hygienists and improving workplace performance. Efforts to form a healthy and positive organizational culture may therefore be necessary. The organizational culture most recognized by the dental hygienist was hierarchical culture (3.39) and the least recognized was task-orientated culture (2.71). The professional identity of the dental hygienist was 3.75 and the organizational commitment was 2.98. Correlation analysis was conducted to investigate the relationship between dental organization culture type, professional dental hygienist identity, and organizational commitment. As a result, professional identity and organizational commitment showed positive(+) correlation with innovation oriented culture and relationship oriented culture. Among the organizational culture types, relationship-orientated culture (p<0.001) and innovation-orientated culture (p=0.006) were significant influences on organizational commitment, and professional identity did not have a significant influence. The regression model was found to be statistically appropriate (F=11.857, p<0.001) and the model explaining power was 14.9%. These results suggest that efforts to create a relationship-orientated culture and an innovation-orientated culture and to reduce the hierarchical culture can be a strategy to enhance the organizational commitment and the professional identity of dental hygienists.

• 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 Academy of Nursing Administration
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• v.15 no.4
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• pp.539-549
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• 2009

Purpose: The purpose of this study was to identify the relationships among trait anger, anger expression, job satisfaction, job commitment, and organizational performance, and especially to verify the effect of anger experience on organizational performance. Method: A descriptive study was conducted using a convenient sample. Data were collected by a self-report questionnaire from 671 clinical nurses in three university hospitals and analyzed by using SPSS 14.0 Win program with descriptive statistics, t-test, ANOVA, pearson correlation coefficient, and stepwise multiple regression. Result: Organizational performance was significantly correlated with trait anger, anger expression-in, anger expression-out, anger control, job satisfaction, and job commitment. Multiple regression analysis showed that organizational performance was significantly predicted by job commitment, job satisfaction, educational level (university graduation), anger control, and working place (operative room), and 34.7% was explained by these variables. Conclusions: Out of anger expression, anger control significantly affected on organizational performance together with job commitment and job satisfaction. From this result, it could be concluded that nursing intervention for anger control have a positive effect on improving organizational performance. Further studies are needed to develop and test the effect of nursing intervention programs for anger control.

• Journal of Convergence for Information Technology
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• v.11 no.7
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• pp.223-231
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• 2021

The study analyzes the relationship between job stress, organizational trust, and the job change intentions of beauty industry workers. Three-hundred sixty-nine workers in the beauty industry with longer than three months of working experience were chosen as this study. The study used to perform frequency analysis, exploratory factor and reliability, correlation, confirmation, and structural equation model verification. The following results are as follows. First, job stress had a positive influence. Second, stress related to fairness had a negative effect on organizational trust. Third, organizational trust had a negative effects. In conclusion, organizational trust and stress related to fairness are the important variables. Furthermore, this study suggests that each organization needs to make an effort to increase organizational trust and to relieve stress related to fairness in order to reduce the job change intentions.

• Journal of Korean Clinical Nursing Research
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• v.26 no.3
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• pp.344-351
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• 2020

Purpose: The purpose of this study was to identify related factors in the organizational socialization of new nurses, focusing on the reality shock of new nurses and social support by education specialist nurses. Methods: Participants were 122 new nurses with clinical experience of 1 year or less as nurses working in a general hospital that is carrying out a pilot project for a new nurse training system. Data were collected using self-report questionnaires which included identification of participants' characteristics, social support of education specialist nurse, reality shock and organizational socialization. Results: The organizational socialization score was 3.07±0.45 points. The results of the stepwise multiple regression showed that factors affecting organizational socialization of new nurses were social support by gender, education specialist nurse and reality shock. These three variables accounted for 72.0% of organizational socialization. Conclusion: These findings suggest that the social support of education specialist nurses be enhanced to increase the organizational socialization of new nurses. There is also a need for a program to decreased the reality shock of new nurses.

• Journal of the Ergonomics Society of Korea
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• v.25 no.3
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• pp.43-47
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• 2006

Macro interface is primarily focused at the organization, while micro interface is primarily focused at the products or services. UI(User Interface) or UX(User Experience) organizations in Korea are institutionalized from 2000 years. Since most of the UI organizations are not institutionalized with the strategic plan, structures of them aren't optimized efficiency. The structure of the organization is conceptualized as having three core dimensions: complexity, formalization, and centralization. The status of the UI organizations in Korea is reviewed with these dimensions. This study issued the key success factors for institutionalization for UI team. Organizational maturity is considered in 5 levels based on a model by CMMI. The UI strategy has to be based the maturity level of the organization.

• Journal of the Korean Institute of Educational Facilities
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• v.11 no.3
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• pp.5-15
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• 2004

This study aims to review the reality of local educational officials in technical post, to investigate their needs and awareness for newly changing social environment, and to inspire them with alternatives and strategies for reforming and restructuring their organization. It examines and analyses the strong points and weak points of the organization, the methods for improving the operation systems and organizational structures and the problems in the personnel management in officialdom, especially unfairness between the executive and the technical officials through a questionnaire and interview. This study ascertains that most of the technical officials consider expert knowledge and experience as their strong point and think the negative image against its group as their weak point for the organizational development. Specially this article indicates that they are not satisfied with the job conditions and want to shift to the official in executive post.

• Journal of Korean Academy of Dental Administration
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• v.11 no.1
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• pp.62-69
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• 2023

This study aims to identify the impact of organizational culture on the work ability of dental hygienists and to analyze the factors that affect dental hygiene work ability. The survey was conducted from August 1 to August 30, 2022, and involved 193 dental hygienists from U and D cities. The data analysis method was conducted using the SPSS 18.0 software. The analysis revealed that age, work experience, and position were the demographic and sociological characteristics with statistically significant differences in dental hygiene work ability. Relationship-oriented culture (β=0.446), career (β=-0.439), age (β=0.358), position (β=0.280), and work-oriented culture (β=0.167) were the most influential factors in dental hygiene work performance. Therefore, it is necessary to work for an extended period to enhance dental hygiene work capabilities and to cultivate a culture focused on relationships.