• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• Korea Trade Review
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• v.47 no.5
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• pp.253-272
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• 2022

As the digital era accelerates, traditional perspectives have limitations in explaining the success or failure of export performance. The purpose of this study is to analyze new factors affecting export performance from the perspective of customer experience, which has emerged as an important factor in securing a competitive advantage and generating organizational performance. After deriving hypotheses based on literature review and discussion, a research model is designed in which three factors of customer experience such as understanding customer's objectives, customer value creation capability, and customer journey management are the antecedents, and export performance is the dependent variable. This model also includes organizational agility and personal contact as the moderating variables. To verify the hypotheses, multiple regression analysis was conducted on the collected data drawn from 198 SME exporters. According to the analysis results, it was found that all three antecedents positively affected export performance. In particular, the organizational agility and personal contact were confirmed to have a moderating effect that creates better export performance by interacting with customer value creation capability. The theoretical significance of this study is to find that effective customer experience management can be a key factor in creating export performance. The results suggest that checking the overall customer journey, exporters should select and intervene to intensively manage key touch points that can have a decisive impact on the quality of customer experience. At the end of the paper, practical implications to be considered in creating export performance through effective customer experience management are presented.

• Journal of the Korean Applied Science and Technology
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• v.37 no.4
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• pp.688-698
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• 2020

The purpose of this study is to identify the factors Job Embeddedness of a university hospital nurse. Data was collected from August 1 to August 10, 2017, for 238 nurses working at a university hospital in C city. Data were analyzed with descriptive statistics, t-test, ANOVA, and multiple linear regression. As a result of this study nursing organizational culture was 3.32±0.33, organizational communication satisfaction was 3.19±0.37, and job Embeddedness was 3.19±0.44. Job Embeddedness, nursing organization culture(r=.502, p<.001), and organizational communication satisfaction(r=.673, p<.001) were positively correlated. Factors affecting job Embeddedness are organizational communication satisfaction(β=.575 p<.001), work experience 'more than 10 years'(β=.342, p<.001), nursing organization culture(β=.203, p<.001), followed by work experience of more than 5 to less than 10 years(β=.121, p<.001), and the explanatory power of the model was 57.4%. According to the above results, it is necessary Job Embeddedness level of organizational communication satisfaction at any time and develop nursing practice and educational intervention programs in consideration of work experience and nursing organizational culture in order to increase the degree of access to nursing positions of hospital nurses.

• Journal of Korean Academy of Nursing
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• v.26 no.2
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• pp.467-482
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• 1996

This study was carried out to measure the degree of organizational commitment, job involvement, and role stress of clinical nurses, and to identify the relationships among personal characteristics, role stress, organizational commitment and job involvement in clinical nurses. The subjects were consisted of 412 nurses who were working at three General Hospitals in Chonbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Organizational Commitment Scale developed by Mowday et al. and Job Involvement Scale developed by Kanungo. The role stress was measured by the scale developed by Rizzo( : role conflict, role ambiguity) and Beehr( : role overload). T-test, one-way ANOVA, Scheffe test and pearson's correlation coefficient were used for data ana1isis. Major findings were as follows : 1. Mean scores for organizational commitment were 3.008, job involvement 3.074, and role stress 2. 815( :role conflict 2.802, role ambiguity 2.253, role overload 3.294) on a 5 point scale. 2. All of personal characteristics were significantly related to the level of organizational commitment : age（r＝.481, p＝.000）, clinical experience（r＝ .479, p＝.000）, educational level（t＝4.11, p＝ .000）, position（F＝30.867, p＝.000）, marital status（t＝-5.63, p＝.000） and hospital agency （F＝21.374, p＝.000）. 3. All of personal characteristics were significantly related to the level of job involvement : age（r＝ .381, p＝.000）, clinical experience（r＝.393, p＝ .000）, educational level（t＝3.72, p＝.000）, position（F=18.004, p＝.000）, marital status（t＝-4. 91, p＝.000） and hospital agency（F=39.441, p＝ .000）. 4. There was a negative relationship between role stress and organizational commitment（r＝-.519, p＝.000）. 5. There was a negative relationship between role stress and job involvement（r＝-.256, p＝.000）. 6. There was a positive relationship between organizational commitment and job involvement （r＝.591, p＝.000）.

• 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.

• Journal of Home Health Care Nursing
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• v.30 no.1
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• pp.26-36
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• 2023

Purpose: This study investigated the organizational culture in hospital for infection control, moral sensitivity, and the degree of infection control among long-term care hospital nurses, and to identified the factors associated with infection control perfomance. Methods: 186 nurses who directly care for patients at seven Long-Term Care Hospitals in D Metropolitan City participated in the survey. Data were collected using self-reported questionnaires and analyzed using the IBM SPSS 26.0 software. Results: Moral sensitivity showed statistically significant differences in age (F=5.473, p=.065), clinical experience (F=8.890, p=.031), nursing hospital work experience (F=6.520, p=.038), religion (t=-2.01, p=.046) and position (t=-2.96, p=.003). Correlation analysis revealed that with moral sensitivity and effect of organizational culture on infection control, there was a positive correlation between infection control and patient-centered nursing (r=.201, p<.006), professionalism (r=.149, p<.042), benevolence (r=.303, p<.001), infection control organizational culture (r=.556, p<.001). Benevolence of moral sensitivity (β=.21, p=.001) and infection control organizational culture (β=.54, p<.001) were associated with infection control perfomance. Moral sensitivity (including patient-centered nursing, professionalism, and benevolence) and infection control organizational culture explained 33.8% of the variance in infection control (F=24.57, p<.001). Conclusion: It is important to improve the moral sensitivity of nurses and a positive organizational culture for better infection control. We need to develop intervention strategies and establish systematic and administrative support.

• The Korean Journal of Health Service Management
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• v.11 no.4
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• pp.53-65
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• 2017

Objectives : The purpose of this study was to explore and describe the factors related to clinical nurses' organizational socialization, process and to find out the strategic information for successful organizational socialization. Methods : Data were collected with a structured questionnaires from 300 clinical nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the organizational socialization($2.95{\pm}0.37$), organization climate($3.28{\pm}0.43$), autonomy($3.23{\pm}0.43$), role stress($3.21{\pm}0.56$), professional self-concept($3.19{\pm}0.46$), organization value internalization($3.11{\pm}0.59$), and perceptional justice($2.91{\pm}0.50$). Second, influencing factor of organizational socialization of the participant were organizational climate, role stress, professional self-concept, Job esteem, Living arrangement type, collaboration between medical professionals in hospital, the other hospital work experience, role model or Mentor, total hospital career, perceived health status, spouse, perceptional justice, Adjusted $R^2=.702$. Conclusions : These results suggest that organizational socialization of clinical nurses could be enhanced by organizational climate. Thus creating a positive organizational climate are mandated for clinical nurses to have constructive organizational socialization.

• The Korean Nurse
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• v.35 no.4
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• pp.51-56
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• 1996

This research was an attempt to restructure the curriculum of pediatric clinical education on the base of the analysis of the pediatric clnical experience of nursing students acquired according to the traditional hospital-based pediatric clinical education and the evaluation of its results. As the focus of health care changes, pediatric clinical education the future necessitates changes in the traditional clinical experince at all levels. The traditional concentration of clinical experience within an acute care setting must be restructured to include the expanding future roles of the nurse and the changes in the health care structure. In order to meet the need for restructuring, it is inevitably necessary to adopt an organizational design for pediatric clinical experience that is not all traditional. The additional experiences and variety of settings will enhance the quality of pediatric clinical experience. And as a matter of course this organizational change will enhance the student learning experience by giving them the opportunity to observe normal growth and development, preventive health care measures, and the role of the nurse outside the acute care setting. As the nursing's focus changes to meet the challenges of the future the faculty must apply themselves to these changes to prepare students for the future. Students must be ready to fill the many roles that nurses will hold in the future.

• Journal of Korean Clinical Nursing Research
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• v.19 no.2
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• pp.169-180
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• 2013

Purpose: This study was performed to investigate nurses' experience of bullying in clinical fields. Methods: Participants were 309 nurses working in general hospitals. Data were collected using self- report questionnaires which were evaluated in terms of workplace bullying, burnout, organizational commitment, turnover intention and nursing productivity. Results: Of the participants 17.2% reported being victims of workplace bullying of nurses in general hospital, based on the operational definition of bullying. Coping response to workplace bullying was mainly passive such as enduring, ignoring, and evading. Experience of workplace bullying was positively correlated with burnout and turnover intention and negatively correlated with organizational commitment and productivity. Conclusion: The findings suggest that there is a need for assessment of the reality of workplace bullying of nurses in clinical areas as well carefully reviewing the problem and impact. A supportive system, education programs and improved workplace climate are recommended to reduce workplace bullying in clinical fields.

• Journal of Korean Clinical Nursing Research
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• v.27 no.3
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• pp.257-266
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• 2021

Purpose: This study examined the levels of traumatic event experience, self disclosure, social support, and posttraumatic growth of intensive care unit nurses and their relationships. Methods: Participants were 142 nurses who had worked for more than 3 months in six general hospitals, J province from August 7 to September 25, 2020. Collected data were analyzed using descriptive statistics, independent t-test, ANOVA, Pearson's correlation coefficient, and multiple regression using the program SPSS version 22.0. Results: The posttraumatic growth was found to correlate significantly with self disclosure (r=.23, p=.005), individual support (r=.54, p<.001), and organizational support (r=.32, p<.001). Factors influencing the participants of the posttraumatic growth were individual support (β=.46, p<.001) and organizational support (β=.21, p=.007). These factors explained 32.0% of the variance of ICU nurses' posttraumatic growth (F=14.13, p<.001). Conclusion: Efforts to support positive changes after traumatic event experience for ICU nurses are needed. We suggest to develop individual and organizational supportive programs for posttraumatic growth for ICU nurses and to investigate the effects of the programs.