• Journal of dental hygiene science
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• v.19 no.2
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• pp.122-132
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• 2019

Background: This study aimed to identify the types of adult attachment and determine the relationship between adult attachment and job factors in dental hygienists. Ultimately, it was necessary to identify the need for a secure attachment to improve the quality of clinical dental hygienist's services. Methods: Data of 454 clinical dental hygienists working in dental hospitals or clinics were collected. The research tools consisted of items related to the general and work characteristics of dental hygienists (9 items), adult attachment styles (36 items), organizational commitments (12 items), occupational stress (15 items), and interpersonal relations (18 items). Cronbach's ${\alpha}$ of each tool was ${\geq}0.7$. Results: Most of the participants had fearful attachment styles, followed by dismissing-avoidance, security, and preoccupation. Security was the highest level of organizational commitment according to the adult attachment style, although the differences of the levels were insignificant. For occupational stress, preoccupation was the highest, followed by fearful, security, and dismissing-avoidance, and the differences were significant (p<0.001). For interpersonal relations, security was the highest, followed by preoccupation, dismissing-avoidance, and fearful in order, and the differences were significant (p<0.001). Conclusion: Job stress and interpersonal relation ability according to the adult attachment style of clinical dental hygienists had significant results. Thus, the development of attachment improvement programs by personal style, development of differentiated clinical education and its application, and improvements in the adult attachment styles of clinical dental hygienists would be required rather than simply presenting the needs to collectively improvement the working environment.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.67-81
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• 2019

The aim of this research was to examine that the essence of university administrative staff's job stress and relevant characteristics that could influence their stress at work. For this research, we collected 250 samples of university administrative staffs in Seoul from March to April, 2017 and used 227 ones for final analyses. The results indicated that organizational characteristics (organizational commitment, organizational culture, perceived organizational support) and job characteristics (job satisfaction, job control, emotional labor) tended to be significantly associated to Job stress. These findings suggested that Employee Assistant Program (EAP) should be launched in order to provide integrated services for university staff. Second, diverse psycho-social services, such as consultation, leisure activities, and empowerment, should be provided by utilizing the resources of university. Lastly, the Korean Ministry of Education needs to support for enhancing the staff's work environments.

• Management & Information Systems Review
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• v.33 no.2
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• pp.189-204
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• 2014

The aim of this study is to examine the effect of transformational leadership of the leader in the wedding industry on the behavior of employees, and also to examine the equity perception of employees on their behavior. As a result of analysis, when the relation between transformational leadership and organizational citizenship behavior was examined, transformational leadership had not effect on behavior of employees. Thus, hypothesis 1 was rejected. As transformational leadership had significant effect on equity perception, hypothesis 2 was adopted. When the relation between equity perception and organizational citizenship behavior was analyzed, equity perception had significant effect on organizational citizenship behavior. Thus, hypothesis 3 was adopted. When the mediating effect of equity perception in the process of the effect of transformational leadership on organizational citizenship behavior as hypothesis 4 was examined, equity perception had partial mediating effects. Thus, hypothesis 4 was partially adopted. Accordingly, the leader in the wedding industry needs to demonstrate transformational leadership in order to promote organizational citizenship behavior of employees and also makes employees to feel impartial treatment and procedural impartiality. Further studies on practical measures of this issue are recommended.

• The Journal of the Korea Contents Association
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• v.20 no.9
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• pp.296-307
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• 2020

Compared to the quantitative increase in women's workforce, women's status in the organization remains poor. When it needs diverse perspectives and flexibility cope with the environment, it is an urgent challenge for companies to manage women in organizations. In this study, it is explored the internal factors of the organization that allow women managers to be more immersed in the organization. While previous researches have focused mainly on employment equality policies, this study expands the scope of existing research by considering the organization's internal support factors, such as mentoring, education and training, and organizational atmosphere. The female manager panel data showed that mentoring, education and training, and organizational climate all increase the leading influence of female. This leading influence affects organizational commitment and mediated between organizational internal factors and organizational commitment. In other words, it has been found that it is important for female managers to take the initiative in their position as well as the internal support of companies for female managers to immerse themselves in the organization. This study could contribute to solving the dilemma of the use of women's workforce by companies that fail to recover all investment costs such as recruitment, education, training, and compensation of excellent women's workforce.

• Korean Journal of Social Welfare
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• v.61 no.1
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• pp.5-32
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• 2009

The purpose of this study is to examine the effects of organizational culture types (rational culture, developmental culture, group culture, and hierarchical culture) on Community-Centered Social Inclusion Orientation(COSI) among social service organizations for people with disabilities. More specifically, this study developed and empirically tested two theoretical models where each of organizational culture types were hypothesized to affect COSI either directly or indirectly through market orientation. For data collection, self-administered type questionnaires were mailed to 416 social service organizations for people with disabilities across the nation and 293 responded (response rate: 70.4%) from June 1 to September 22, 2006. For analysis, however, only 263 respondents were used, excluding Independent living centers due to their small size and short history. Structural Equation Modeling was employed for analysis and Full Information Maximum Likelihood was used for estimation. Findings indicated that market orientation had a significant effect on COSI. In addition, developmental culture and hierarchical culture were found to affect COSI directly while rational culture and group culture were found to affect COSI indirectly through market orientation. These findings imply that market orientation needs to be emphasized as a strategy in order to enhance social inclusion orientation for those organizations. Given that all the four types of organizational culture have direct or indirect impacts on COSI, those organizations are also advised to develop the four types of organizational culture harmoniously rather than one single type of organizational culture.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2003.11a
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• pp.243-246
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• 2003

A radical environmental change of enterprise and varieties of customer needs demand that the value-added activities of enterprise should be restructured and coordinated. But it is not sufficient that the reengineering processes are restricted withen a firm, so the value-added processes should be expanded into intercompany. The integrated organizational structure between enterprises refer to supply chain network. In this paper we present characteristics, structure concepts, and axiomatic model of supply chain network.

• International Journal of Quality Innovation
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• v.4 no.1
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• pp.54-76
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• 2003

The concept of quality is revisited to evidence its applicability beyond the product and economic transaction level, to cover every kind of human and social relation. A very important extension indeed in this globalization era, where an increasingly interconnected world badly needs rules and means to improve quality, both at economic and political level. To that aim, some commonplaces about quality need to be exposed to criticism and the close connection between ″value″ and ″quality″ concepts must be highlighted. Generalization of the quality related concepts could appear to be just a theoretical issue were it not for the fact that it opens the door to the extension of ″quality management″ concepts to every kind of organization: from the company to the state to the planet. ″Managing for quality″ appears to be a fundamental issue for all human-made systems.

• Journal of Information Technology Applications and Management
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• v.15 no.3
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• pp.111-125
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• 2008

The management of organizational Human Resource is steadily shifting away from pure hierarchical to market mechanisms that involve external vendors. HR Business Process Outsourcing (BPO) has recently emerged as a significant administrative innovation in an organization's strategy. Our paper attempts to understand firm-specific factors influencing the scope of HR BPO needs. Study results show that IT maturity and firm size are influential factors on the scope of HR BPO needs. We hope that our attempt at empirically examining and predicting this emergent phenomenon will stimulate others to look at this important strategic challenge facing firms from a theoretical perspective. Such research initiatives will allow us not only to better understand this complex phenomenon, but also to drive useful management prescriptions grounded on theory-based research.

• Korean Business Review
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• v.6
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• pp.153-179
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• 1993

The main purpose of this study is to suggest the new strategic management model for the future successful company. The new model consists of the following structure. First, to identify the object dimension. The upper object is to satisfy the customers needs. And the lower object is to satisfy the workers needs. Second, to identify the external enviromental problems dimensions. There are five dimensions. They are ethical responsinilities, government-business alliances, collaboration amongst competitors, innovative invester-company relations, and globalization of enterprise. Third, to identify the internal enviromental problems dimensions. There are two dimensions. They are new organizational forms and integrated subcultures. Fourth, to find the solution for the above dimensions. The solution is as follow. All the managers and workers must have business reengineering minds and apply the complexity management. And the company should construct the strategic information systems.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.24 no.68
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• pp.37-50
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• 2001

Although the study of OCB has increased greatly in recent years, a little works have focused on the relationship between leadership and extrarole behavior, and the moderating effects of the situational factors on the relationship between two factors. For the analytical purpose of this article, Fisher＇s Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to have influenced on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to be more closely related with employee-centered leadership in low centralized group than in high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.