• Journal of Information Technology Services
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• v.16 no.4
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• pp.65-75
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• 2017

The purpose of this study is to investigate how software policy shows the moderating effects between organizational capability maturity and organizational performance. The software policy includes the proportions of development personnel and development budget that can affect organizational performance. It is important to empirically identify whether the ratios of budget and personnel, which are some of the main policy indexes of the organization can promote the causal relationship between organizational maturity and organizational performance. These personnel and budget may be assumed to affect the causal relationship between organizational capability maturity and organizational performance. The results of this study shows that the moderating effects of software policy are partially proved. The two policy indexes, personnel ratio and budget ratio, showed a moderating effect between process implementation and organizational performance, but did not show any moderating effect between quantitative management and organizational performance. This is because the companies participating in the survey are still in the early stages of quantitative process management and quantitative management does not show the differentiated results among the participating organizations. The significance of this study is as follows. In the academic aspect, the causal relationship between organizational maturity and organizational performance was examined empirically, and it was analyzed whether the two adopted policy indicators have a moderating effect between organizational maturity and organizational performance. On the practical side, the analysis suggested that the ratios of budget and personnel emphasized by the government or organization played a role of facilitating the organizational maturity and organizational performance.

• Culinary science and hospitality research
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• v.13 no.4
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• pp.151-163
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• 2007

The purpose of this study is to find out the influence of wage satisfaction and personnel management policy on hotel employees 'organizational commitment and job satisfaction in Korean hotels. In the standpoint of management, almost all hotels seek to meet their employees' satisfaction whether they try to or not. The survey was performed on hotel employees in Seoul and 231 sheets are returned out of 300 sheets. This study use SPSS for WIN 12.0 and AMOS 4.0 to analyze the hypotheses. There are several prerequisites for employees' job satisfaction according to researches and theories. The main factors for employees' job satis-faction are drawn by the prior researches on wage satisfaction and personnel management policy. Then job satisfaction and organizational commitment are extracted to study how the two factors are affected. As a result, the satisfaction with wages affects job satisfaction not significantly. Followed by the results, the effects of the organizational commitment on the job satisfaction and the job satisfaction on personnel management policy were shown significantly. Based on the results, this study will give a suggestion that to get the organizational commitment from employees through job satisfaction, hotels should apply fair personnel management policy to their employees.

• Safety and Health at Work
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• v.14 no.4
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• pp.425-430
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• 2023

Background: It is acknowledged that legislation acts as a motivator for organizational action on psychosocial risks. Our study aims to provide evidence on the relationship between key occupational safety and health (OSH) policy principles and organizational action on work-related stress, and, in turn, with reported employee job demands and resources and their experience of work-related stress. We focus on Italy where specific legislation and practices on work-related stress were introduced in 2008 which are underpinned by these key OSH policy principles. Methods: Secondary analysis of the Italian samples from the employer ESENER-2 and employee 6th EWCS surveys was conducted, using path analysis in structural equation modeling (SEM) linking the two datasets. Results: We found a strong statistically significant relationship between OSH policy principles and organizational action on work-related stress (C.I. = .62-.78 p < .001). The existence of an organizational action plan on work-related stress was found to be significantly associated with more reported job resources (C.I. = .02-.24, p < .05) but these were not found to be significantly associated with less work-related stress. No significant association was found between having an organizational action plan for work-related stress and reported job demands. However, job demands were significantly related to reported work-related stress (C.I. = .27-.47, p < .001). Conclusions: Findings add support to the call for specific legislation on work-related psychosocial risks and highlight how an organizational OSH culture underpinned by key OSH principles, and awareness/competence development on psychosocial risk management can have a positive effect on organizational action. However, further support needs to be provided to organizations around developing primary prevention interventions at the organizational level with the aim of reducing job demands.

• Health Policy and Management
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• v.23 no.3
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• pp.244-259
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• 2013

This study investigates the moderation effect that organizational trust had on the relationship between perceptions of organizational politics and organizational commitment, intention to turnover, organizational citizenship behavior by analyzing the empirical data of 716 personnels collected from university hospital in Korea. We hypothesized that perceptions of organizational politics would tended to negatively related to a high level of organizational commitment and intention to turnover, organizational citizenship behaviors, and that organizational trust would moderate the relationship between perceptions of organizational politics and outcomes. These results suggest that organizational politics of perceptions had negative impacts on organizational commitment and organizational citizenship behaviors, while perceptions of organizational politics had positive impact on intention to turnover. Furthermore, the level of organizational trust moderated the relationship between perceptions of organizational politics and outcomes. Based on these findings, implications of the research findings are discussed, and recommendation for future research and practice are provided.

• Health Policy and Management
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• v.21 no.2
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• pp.309-328
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• 2011

In order to effectively attain the objectives of an organization, it is important for the leader to provide an environment where members can co-exist and mutually advance, and also to have an emotional impact on them. This study examines the structural relationship among emotional intelligence in leadership, organizational commitment, job satisfaction, turnover intention, and organizational performance effects of emotional leadership in the nursing profession of a general hospital. A structured questionnaire was sent to 550 nurses in 11 general hospitals in Seoul Metropolitan City, among which 350 responses were used in the analysis. The independent variable, emotional intelligence in leadership, was measured by 18 items, including self-awareness, self-regulation, social awareness and relationship management. The dependent variable, organizational effectiveness, consisted of 46 items, including 15 items regarding organizational commitment, 20 items on job satisfaction, 3 items on turnover intention and 8 items on organizational performance. The structural equation modeling technique was used to identify the impact of emotional intelligence in leadership on organizational effectiveness. The results of the analysis show that the emotional intelligence in leadership of superior nurses has a significant impact on the nurses'organizational commitment and job satisfaction. While the direct effect on turnover intention and organizational performance was not significantly high, organizational commitment and job satisfaction were parameters in low turnover intention and high job performance. In conclusion, emotional intelligence in leadership is critical as nursing services in hospitals are based on interpersonal relationships. Therefore, by developing appropriate programs and training, hospitals can anticipate improved self-awareness, self-regulation, social awareness and relationship management of nurses, and further improve the effectiveness of the nursing profession.

• Management & Information Systems Review
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• v.31 no.4
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• pp.237-260
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• 2012

Purposes of this paper are focused on researching that employees in small and medium-sized construction company embraced green growth policy by Korean government's strong will and they have try to improve it to take advantage of strengths. Specifically, the purpose of this study includes: Firstly, to examine the effects of employee's cognition of green growth policy and their organizational commitment. Secondly, to examine the mediating and moderating effect of the policy trust and company trust between employee's cognition of green growth policy and organizational commitment. In addition, th examine the facilitating effect of employee's self-efficacy between company trust and organizational commitment. In order to verify the relationship, moderating and mediating effects, data were collected from 168 individuals in 19 small and medium sized company to test theoretical model and its hypotheses. Findings are as followed: first, the relationship between the cognition of green growth policy and organizational commitment is positively related. Second, the employee's company trust played as a partial mediator and moderator on the relationship between cognition of green growth policy and organizational commitment. Finally, employee's self-efficacy also played as a partial mediator on the relationship between company trust and organizational commitment. This study contributes to deepen our understanding of employee's organizational commitment by suggesting an alternative theoretical model regarding how the cognition of green growth policy and organizational commitment work to relate employee's company trust, and how the company trust and organizational commitment work to facilitate employee's self-efficacy. These results reveal that the study contributed to combining variables of employee's cognition of green growth policy, company trust, self-efficacy and organizational commitment, and expanded it.

• Health Policy and Management
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• v.20 no.1
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• pp.137-154
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• 2010

This study empirically analyzed the effects of the Top Management Team (TMT) on organizational performance. We verified whether the age heterogeneity, job heterogeneity (core career, core function and major), and process (communication and integration) of the TMT affect organizational performance (management performance and healthcare service quality evaluation level). We collected data about 473 members of the 2006 TMT in 81 medical institutions. We also utilized statistics of organizational performance from the Ministry for Health, Welfare and Family Affairs and the Korean Institute of Hospital Management. Results of the study showed that the age heterogeneity of TMT exerted a negative effect on the healthcare service quality evaluation level, while the process exerted a positive effect. However, the age heterogeneity, job heterogeneity, and process had no influence on management performance. We discussed the implications of such outcome of the investigation in comparison with the former studies on TMT and organizational performance, and presented its restrictions and future plans.

• Health Policy and Management
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• v.13 no.3
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• pp.71-90
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• 2003

The purpose of this study is to investigate the impacts of distributive and procedural justice on job satisfaction, professional commitment and organizational commitment among hospital physicians. The sample of this study consisted of 185 physicians from 8 general hospitals located in Metropolitan area and Youngnam area in Korea. Data were collected using self-administered questionnaires with the response rate of 40.2% and analyzed using hierarchical regression technique. The results of this study showed that procedural justice had a direct impact on job satisfaction, professional commitment and organizational commitment among hospital physicians, whereas distributive justice had no significant impact. The results imply that hospital administrators should take measures to establish procedural justice to increase job satisfaction, professional commitment and organizational commitment among hospital physicians.

• Journal of Digital Convergence
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• v.15 no.3
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• pp.47-54
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• 2017

In this study, the organizational performance is divided into the policy perspective, the customer perspective, and the internal viewpoint rather than the financial perspective. The public institutions selected as examples of this study are public institutes under the Ministry of Environment, which are established to promote environmental industry development and environmental technology development projects, and promote the dissemination and practical use of developed environmental technologies. The public institutions that were the target of the study were concerned about how to define organizational performance and how to improve organizational performance. In addition, the institutions were interested in measuring performance in terms of customers and policies rather than financial performance. As a result of this study, it was found that the public institutions which were the subject of study were not very high in terms of policy, customer, and internal performance. In order to enhance the organization's policy performance, customer performance and internal performance, it is necessary to communicate smoothly among the members of the organization, horizontal organizational structure, encourage participation in the client's policy process, and redesign the business process from the customer's perspective.

• Health Policy and Management
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• v.18 no.2
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• pp.39-66
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• 2008

This study examines organizational qualities such as vision, mission, teamwork, fairness, and empowerment and their effects on organizational members. As a result of analysis, these qualities are identified to affect member satisfaction, but not to affect job involvement. Member satisfaction affects job satisfaction, and this relationship retains indirect influence through an increase in member satisfaction. Further, improved member satisfaction and job involvement are found to affect organizational commitment. These results are derived from complete enumeration on members of an organization where particular traits such as member position, job classification, and the privity of contract are intermixed. In case where research is conducted on the aforementioned traits separately, different results would be anticipated depending on each trait. The implications of this study are as follows. First, clear-cut organizational vision and mission established by the top management of an organization prevent confusion amongst its members, and thus have the highest level of effect on member satisfaction. Second, teamwork in reference to the. relationship amongst team members of a work group and goal awareness improves member satisfaction. Third, autonomy for job performance and related empowerment improve member satisfaction. Last, fairness in wages and promotion affects member satisfaction. Therefore, internal qualities of an organization perceived by its members have a higher degree of influence over external qualities including compensation and promotion on the members. In addition, these internal qualities indirectly affect job involvement through an increase in member satisfaction, and, in turn, member satisfaction and job involvement affect organizational commitment of the members. In case of member satisfaction, not only does it affect organizational commitment of the members of an organization directly, but also affects organizational commitment indirectly through job involvement. This study is conducted with only one hospital in consideration, and thus its findings may not be generalized for every medical organization. However, this study retains distinct attributes of complete. enumeration, and the precedence of each variable is closely investigated.