• Journal of Digital Convergence
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• v.19 no.7
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• pp.263-269
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• 2021

It is necessary to investigate the relationship between ego-resiliency, organizational loyalty, organizational commitment, and emotional intelligence of hospital administrative staff and the effect of these factors on emotional intelligence. Therefore, this study investigated the relationship between these factors and emotional intelligence and identified the convergence effect on emotional intelligence in hospital administrative staff. The subjects of the survey were randomly selected 212 administration staffs at 19 hospitals selected from the J area. The data collection was conducted for about a month from May 1 to 31, 2019. The form of the questionnaire used structured anonymous self-administered responses. Emotional intelligence showed a positive correlation between ego-resiliency, organizational loyalty, and organizational commitment. According to the analysis, efforts to enhance ego-resiliency, organizational loyalty, and organizational commitment are needed to increase the emotional intelligence of hospital administration staffs. The findings may be used as basic materials for hospital job management and industrial health education that will raise the emotional intelligence of hospital administration staffs. Future research needs to investigate additional factors related to emotional intelligence and various emotional factors of hospital administrative staff.

• Magazine of the Korean Society of Agricultural Engineers
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• v.14 no.2
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• pp.2649-2653
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• 1972

Many empirical research surveys have supported that Organizational Citizenship Behavior (OCB) is influnced by or closely related with leadership styles. The first purpose of this study is to review the relationship between 2 leadership styles(employee-centered style, job-centered style) and 2 OCB factors(altruism, conscientiousness) as a criterion variable, and the second and primary purpose is to test the moderating effects of structural factors(formalization, centralization) and personal factors(growth needs, sex, age, tenure, rank, occupation, school career) between 2 leadership styles and 2 OCB 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 influence 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 more closely related with employee-centered leadership in low centralized group than on high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.

• English Language & Literature Teaching
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• v.16 no.4
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• pp.19-38
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• 2010

This study surveyed L2 learners' needs for different components of communicative competence. It aimed to determine what abilities the learners strongly need to achieve communicative competence in different learning contexts. It also examined gender differences in the learners' need for phonological competence. A total of 359 students participated in this study, divided into three learner groups: high school, vocational college, and university students. The data were collected via a questionnaire, which was based on Bachman's (1990) framework of language competence. The study drew some important findings: (a) The vocational trainees expressed a stronger need for illocutionary competence than the high school students and for sociolinguistic competence than the high school and the university groups; (b) The high school and the university groups equated grammatical, textual, illocutionary, and strategic competences in their needs with lesser attention to sociolinguistic competence; (c) To the high school and the university groups, pragmatic competence was assessed higher than organizational competence; (d) Female students showed greater sensitivity to pronunciation ability than did male students. On the basis of these results, pedagogical implications are discussed, along with some helpful suggestions.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.99-114
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• 2016

The purpose of this research is to identify the relationship between EVLN and job insecurity of workers and to establish the mediating effect of perceived organizational obstruction in the relationship with job insecurity and EVLN. For the proof analysis of this research, a survey was done on 350 people on/off line. Summary of the result of the research is as follows. Perceived organizational obstruction has mediating effects in the relationship with job insecurity, exit, voice and neglect. This study contributes to the understanding of perceived organizational obstruction by developing an theoretical model, incorporating the role of job insecurity and EVLN. In conclusion, this study suggests that in the organization developing EVLN, job insecurity and improving workplace spirituality of employees needs to be considered for adaptation.

• Journal of Korean Clinical Nursing Research
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• v.21 no.1
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• pp.53-66
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• 2015

Purpose: The purpose of this study was to investigate the status of organizational nursing service for foreign patients in tertiary hospitals in order to build up a database for nursing care policy development for foreign patients. Methods: The subjects of this study were nursing managers or department managers of international care center in 36 tertiary hospitals nationwide. Questionnaires were consisted of the items measuring the details of and evaluations for nursing care for foreign patients within the given organizations and any organizational support for culturally competent care. The data from 35 hospitals out of 36 were analyzed finally. Results: The organizational nursing service for foreign patients was rated 6.49 points out of 10. Organizational support for culturally competent care was 2.61 points out of 4. Challenges to improving nursing care for foreign patients were listed such as developing interpreter services and international care units without accompanying by a family member, improving nursing staffs' attitudes and behaviors for providing culturally competent care, and preparing various medical documents using multiple languages. Conclusion: In order to improve nursing care for foreign patients in tertiary hospitals, we need to be more aware of cultural knowledge and sensitivity toward the care needs of foreign patients.

• Journal of Convergence for Information Technology
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• v.8 no.2
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• pp.45-50
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• 2018

This study was conducted to survey the 135 social workers in social welfare facilities in the metropolitan area. This study was conducted to emphasize the enhancement of resource development capacity and organizational effectiveness of social workers. The results of the study are as follows The attitude of resource development competency has a negative effect on job satisfaction, knowledge has a static influence on job satisfaction, and value and technology have no effect on job satisfaction. The value and knowledge of resource development competence have a positive influence on organizational commitment, and attitude and technology have negative influence on organizational commitment. The value of resource development competence did not affect turnover intention and attitude had a negative effect on turnover intention. Technology has a statistically significant effect on turnover intention. Knowledge has a negative effect on turnover intentions. Therefore, if we try to increase the value, attitude, technology, knowledge, which is the resource development capacity of social worker, the degree of intention to go down or leave work is rising, The social welfare organization needs to be supported and endeavored to improve it.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.414-425
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• 2014

Purpose: The purpose of this study was to identify hospital nurses' recognition of the team system and the effectiveness of the team system as an organizational structure. Methods: A self-report questionnaire was used to collect data from 247 general hospital nurses during 4 months in 2013. Analysis was done using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and factor analysis with SPSS 18.0. program Results: There was no significant difference in nurses' recognition of team structure (t=2.06, p=.153) or effect of team structure (t=0.36, p=.549) according to use of team system. In hospitals with a team system, there were positive correlations between recognition of the effect of the team system and age (r=.25, p=.033), and total clinical career (r=.26, p=.012). In hospitals not using a team system, nurses' recognition of team structure as an organizational system (r=.31, p<.001), nurses' recognition of team structure, total (r=.30 p<.001) correlated significantly with the effects of team system. Conclusion: Results of this study provide a retrospection view of the team system in nursing organizational systems. The nursing team system's ultimate goal needs to be confirmed for complementary nursing care. Also, more studies on nurses' perceptions of, and effectiveness of the team system are necessary.

• Culinary science and hospitality research
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• v.17 no.1
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• pp.78-92
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• 2011

This study attempts to investigated the impact of mentoring function and job satisfaction and organizational commitment in the hotel kitchen employees. It is hypothesized that the function of mentoring will influence on the job satisfaction and organizational commitment. Data was collected from 362 in the Seoul, Jejn, Busan and Kyungju hotels. The result showed that all of those 3 sub causes of the mentoring functions was positively relation with job satisfaction; but the organizational commitment, only the role model function had a positive relation. This is the mentoring function, which the role to accomplish the role model function is most important to hotel kitchen employees. Furthermore, the hypothesis for the relation of job satisfaction and organizational commitment was turned down. The result of this study will be hopeful for the hotel industries which gave needs to establish to human resources management.

• Journal of Korean Library and Information Science Society
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• v.30 no.2
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• pp.93-121
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• 1999

The purpose of this study is to develop an experimental model for information needs assessment, which could be utilized to investigate the 'real' information needs of the user(or group). The focus was on the perspectives of users rather than those of system managers. In details, this study identifies the conceptual definition of the keyword 'information need', analyzes the limitation and problems the previously conducted needs assessments in this area, and finally, develops an experimental model based on the cognitive and affective variables which might influence both production and strength of information needs in the user(or group}. The model emphasizes four influencing variable, namely, individual, work-related, organizational(or institutional), and socio-cultural variables. Also discussed is the relationships among these variables.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.6
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• pp.290-301
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• 2017

This study examined the causal relationship among the leadership type, organizational commitment, and job performance, and to improve the organizational performance and effective methods of human resource management in hospital organizations. The survey period was from October 6, 2016 to October 20, and 375 employees working in hospitals were selected for the final survey. To analyze the validity of the measurement variables, reliability and confirmatory factor analysis were conducted, and the covariance structure equation analysis was conducted to grasp the causal relationship among leadership, organizational commitment, and job performance. In conclusion, leadership, organizational commitment, and job performance were significantly different according to the occupation(p<0.05), age(p<0.05), and working period(p<0.05), and individual care(p<0.001) and conditional reward(p<0.001) showed a high causal relationship with the organizational commitment and job performance. In the future, leadership that can take care of the individual characteristics of the members of the organization and ability to demonstrate their competence will be needed, and it will be necessary to establish a reasonable compensation system after measuring the degree of achievement of work. In addition, leadership needs to be in place to promote organizational performance considering the job type, gender, age, and duration of work. Managers should make efforts to form an organizational culture and provide related education programs to improve loyalty and attachment of members to the organization.