• International Journal of Contents
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• 제7권1호
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• pp.52-57
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• 2011

The organizational theory and design in future encourages us to bring a fluid perspective to the problems and challenges face. Organizational structure, strategy, management style, teamwork, organizational change, and even products and services can be vitalized and re-formed through creative images that allow us to act in new ways. Leaders and educators sat all levels must gain comfort in dealing with the insights and implications of diverse perspectives. In a leadership paradigm in action, leaders and educators who have more flexibility and willingness to create a learning organization are successful in improving productivity and student empowerment. The key element to organizational structure and changes for interior design education becomes communications. Finally, we need to recognize that despite its roots in mechanistic thinking, organization is a creative process of imagination. We organize as we imagine, and it is always possible to imagine in new ways.

• 한국조리학회지
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• 제20권5호
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• pp.52-58
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• 2014

The aim of the present study is to investigate the structural relationships of organizational work-family support, job satisfaction, organizational commitment and turnover intention among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The result shows that organizational work-family support has a significantly positive effect on job satisfaction and it also positively impacts on organizational commitment. However, it doesn't have any significant effect on turnover intention. This study also suggests that each of job satisfaction and organizational commitment has a significantly negative effect on turnover intention. Through the abovementioned results, we can find out that each of job satisfaction and organizational commitment can completely mediate the relationship between organizational work-family support and turnover intention.

• 지역사회간호학회지
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• 제6권1호
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• pp.5-33
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• 1995

The objective of the study are two-fold: one is to explore the relationship between environment, organizational structure, and organizational effectiveness of public health centers in Korea, and the other is to examine the validity of contingency theory for improving the organizational structure of public health care agencies, with special emphasis on public health nursing administration. Accordingly, the conceptual model of the study consisted of three different concepts: environment, organizational structure, and organizational effectiveness, which were built up from the contingency theory. Data were collected during the period from 1st of May through 30th of June, 1990. From the total of 249 health centers in the country, one hundred and five centers were sampled non proportionally, according to the geopolitical distribution. Out of 105, 73 health centers responded to mailed questionnaire. The health centers were the unit of the study, and a various statistical analysis techniques were used: Reliability analysis(Cronbach's Alpha) for 4 measurement tools; Shapiro-Wilk statistic for normality test of measured scores of 6 variables: ANOVA, Pearson Correlaion analysis, regressional analysis, and canonical correlation analysis for the test of the relationships and differences between the variables. The results were. as follows : 1. No significant differences between forma lization, decision-making authority and environmental complexity were found(F=1.383, P=.24 ; F=.801, P=.37). 2. Negative relationships between formalization and decision-making authority for both urban and rural health centers were found(r=-.470, P=.002 ; r=-.348, P=.46). 3. No significant relationship between formalization and job satisfaction for both urban and rural health centers were found (r=-.242, P=.132, r=-.060, P=.739). 4. Significant positive relationship between decision - making authority and job satisfaction were found in urban health centers (r=.504, P=.0009), but no such relationship was observed in rural health centers. Regression coefficient between them was statistically significant($\beta=1.535$, P=.0002), and accuracy of regression line was accepted (W=.975, P= .420). 5. No significant relationships among formalization and family planning services, maternal health services, and tuberculosis control services for both urban and rural health centers were found. 6. Among decision-making authority and family planning services, maternal health services, and tuberculosis control services, significant positive relationship was found between de cision-making authority and family planning services(r=.286, P=.73). 7. A significant difference was found in maternal health services by the type of health centers (F=5.13, P=.026) but no difference was found in tuberculosis control services by the type of health centers, formalization, and decision-making authority. 8. A significant positive relationships were found between family planning services and maternal health services and tuberculosis control services, and between maternal health services and tuberculosis control services (r=-.499, P=.001 ; r=.457, P=.004 ; r=.495, P=.002) in case of urban health centers. In case of rural health centers, relationships between family planning services and tuberculosis control services, and between maternal health services and tuberculosis control services were statistically significant (r=.534, P=.002 ; r=.389, P=.027). No significant relationship was found between family planning and maternal health services. 9. A significant positive canonical correlation was found between the group of independent variables consisted of formalization and de cision-making authority and the group of dependent variables consisted of family planning services, maternal health services and tuberculosis control services(Rc=.455, P=.02). In case of urban health centers, no significant canonical correlation was found between them, but significant canoncial correlation was found in rural health centers(Rc=.578, P=.069), 10. Relationships between job satisfaction and health care productivity was not found significant. Through these results, the assumed relationship between environment and organizational structure was not supported in health centers. Therefore, the relationship between the organizational effectiveness and the congruence between environment and organizational structure that contingency theory proposes to exist was not able to be tested. However decision-making authority was found as an important variable of organizational structure affecting family planning services and job satisfaction in urban health centers. Thus it was suggested that decentralized decision making among health professionals would be a valuable strategy for improvement of organizational effectiveness in public health centers. It is also recommended that further studies to test contingency theory would use variability and uncertainty to define environment of public health centers instead of complexity.

• 간호행정학회지
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• 제20권4호
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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.

• 디지털융복합연구
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• 제13권11호
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• pp.313-320
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• 2015

본 연구는 치과병 의원에 근무하는 치과위생사의 지식공유에 조직특성이 미치는 영향을 파악하고자 시도되었다. 연구대상자는 전국에 근무하는 치과위생사 349명으로, 자료수집은 구조화된 설문지에 의해 수집되었다. 자료분석은 SPSS18.0 프로그램을 이용하여 one-way ANOVA와 multiple regression을 분석하였다. 연구결과, 조직문화 하위요인 중 관계지향문화와 지식공유 사이에 유의한 양의 상관관계가 있는 것으로 나타났으며, 치과위생사의 지식공유가 업무성과에 영향을 준다는 것을 일부 설명하였다. 본 연구에 의하면 업무성과를 극대화 할 수 있도록 치과위생사의 지식공유를 위한 치과조직형성이 필요하다고 보여진다.

• 국제학술발표논문집
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• The 5th International Conference on Construction Engineering and Project Management
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• pp.94-102
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• 2013

The architecture, engineering and construction (AEC) industry is beginning to utilize Building Information Modeling (BIM), benefiting from the resulting improved visualization and productivity, better coordination of construction drawings, building documents that contain embedded links to virtual information, faster delivery, and lower costs. However, construction firms often face challenges when reorganizing their company structure to take full advantage of these benefits. This paper proposes an organizational structure that will enable engineering-construction firms to successfully adopt and implement BIM for major construction projects. A case study research method is utilized based on in-depth interviews with four BIM directors and vice presidents charged with BIM adoption, implementation and education. Organizational transformation challenges and recommendations are discussed in detail for those considering implementing BIM in the engineering-construction industry. Topics such as organizational changes in the firm, costs and benefits of BIM implementation, strategies of BIM implementation (execution) plan, BIM education, risks and opportunities associated with BIM, BIM software, contract methods, human resource management and new hires, and the future implementation and direction of BIM are discussed in detail.

• 대한방사선기술학회지:방사선기술과학
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• 제42권3호
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• 간호행정학회지
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• 제15권2호
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• pp.216-224
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• 2009

Purpose: The purpose of this study was to investigate the effects of organizational justice on job satisfaction, organizational commitment and health among hospital nurses. Method: The sample of this study consisted of 267 nurses from 3 general hospitals located in Seoul, Korea. Data were collected with self-administrated questionnaires and analyzed hierarchical multiple regression. Result: The distributive and procedural justices had effects on nurses' job satisfaction and organizational commitment, but no effects on health. The procedural justice had more effects on nurses' job satisfaction and organizational commitment than distributive justice. There was no moderating effect of distributive and procedural justices on nurses' job satisfaction, organizational commitment and health. Conclusions: It is important for hospitals to be established fair reward systems which should focus on both outcomes and processes in order to evaluate nurses' rewards. It is suggested that new moderators like personality or organizational structure should be considered for future research.

• The Journal of Asian Finance, Economics and Business
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• 제9권10호
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• pp.97-104
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• 2022

The purpose of the existing work is to inspect the impact of knowledge management on organizational performance. Business experts now appreciate how important knowledge management is for organizational performance. Earlier studies have investigated the research model with causal linkages, however, only a few of them have considered sample-selecting bias problems when analyzing the model of knowledge management on organizational performance. The number of 312 executives related to knowledge management from 312 enterprises that have been approved with quality management systems offered suitable responses for analyses. The data was employed to investigate the effect of knowledge management on organizational performance, considering sample-selecting bias. The empirical outcomes indicate that sample-selecting bias exists in the causal impact of knowledge management on organizational performance. The empirical findings are helpful to scholars of knowledge management as well as business executives by giving an insight into the casual effect of knowledge management on organizational performance with the intervention of sample-selecting bias. The acceptance of knowledge management should be tailored to improve competitive advantages that will lead to better organizational performance.

• 정보관리학회지
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• 제18권2호
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• pp.273-294
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• 2001

대학도서관을 둘러싼 주위 환경이 많이 변했고 이용자에 대한 서비스 향상을 도모하는 차원에서 대학도서관은 조직구조를 개편할 필요가 있다. 정보기술의 발달과 새로운 매체의 등장과 이용자 정보이용 행태 변화와 대학자체의 경쟁력강화 노력 확대 등으로 인해 95년을 기점으로 우리 나라 대학도서관은 주제별 조직을 채택하기 시작하였다. 주제별 조직은 단행본, 연속간행물, 학위논문, 온라인 DB등과 같이 형태를 기준으로 분산 비치되어 있는 각각의 자료를 주제별로 한 곳에 비치한 주제실을 운영하고 도서관업무도 주제실을 중심으로 조직하하는 것을 말한다. 대학도서관 이용자는 교수와 학생으로 이루어져 있고 이용자 개개인은 특정한 주제분야의 전공자라는 특성이 있어 전공하고 있는 주제분야의 장서를 집중적으로 이용하는 행태를 보이고 있다. 주제 중심적인 이용자의 이용행태를 바탕으로 대학 도서관의 조직구조를 개편하는 것은 이용자 만족도를 높이는 좋은 방안이라 할 수 있다. 국내의 대규모 대학도서관 73개관 가운데 주제별 조직을 채택하고 있는 도서관은 현재 34개관으로 전체의 46.6%이고 나머지는 기능별 조직 또는 자료형태별 조직 또는 이 두 형태를 결합한 조직구조를 택하고 있는 것으로 나타났다. 현재 주제별 조직을 채택하고 있지 않은 대학도서관은 앞으로 이용자의 요구를 최대한 수용한 서비스 제공에 주안점을 두어야 하며 이를 위해 주제별 조직으로의 개편을 검토해야할 것이다.