• The Journal of the Korea Contents Association
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• v.9 no.6
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• pp.309-324
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• 2009

The purpose of this study, decision factors about network characteristics among Social Welfare service organizations and individuals are defined to obtain proper empirical bases for building systematic human service network in the local community bases. As results of analysis, Firstly The order of density is shown as follows the information exchange, the client refer, the resource exchange. Secondly The result about the analysis whether the level factor of the organizational members and organizations affect positively is summarized as follows.it is shown that the number of meeting, organizational type, the prior experience of networking affect positively.

• The Journal of the Korea Contents Association
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• v.7 no.11
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• pp.289-297
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• 2007

The purpose of this study is completed on the concept of Job Characteristics, Empowerment, Organizational Commitment and Organizational Citizenship Behavior through approaching empirically to the present state by searching various mutual relations with Job Characteristics, Empowerment, Organizational Commitment and Organizational Citizenship Behavior. For the study, research data was collected from 20 food-service outlets in Seoul, each variable is measured by Likert's 7-point scale. The results were as follows; First, job characteristics has a positive influence on empowerment, organizational commitment. Second, empowerment haven't significant effect on organizational commitment. Third, empowerment has a positive influence on organizational citizenship behavior. Fourth, the subject of this study was limited to Seoul. For this reason, it is difficult to generalize the results of this study to the overall food -service contingent workers.

• Journal of Korea Technology Innovation Society
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• v.21 no.3
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• pp.969-991
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• 2018

The aim of this study lies on verifying the mediation effect of organizational justice in the relationship between R&D personnel's job characteristics and organizational performance within their Government-sponsored research institute. For this, a survey was conducted on 362 R&D personnel members from 25 state-sponsored research institutes under National Research Council of Science & Technology, and then, a multiple regression analysis was used to seek any possible relationship. As a result, job characteristics such as autonomy and feedback were found to have positive (+) influence on organizational commitment. In addition, the result of the mediation effect of organizational justice indicated that the impact was made only by autonomy. This study finds its significance in the fact that it revealed the relationship between job characteristics and job satisfaction among R&D personnel in state-sponsored research institutes who have rarely been the source of objectives in related studies, and that it revealed organizational justice mediated the relationship.

• Asia pacific journal of information systems
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• v.5 no.2
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• pp.199-226
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• 1995

This study is an empirical research in order to clarify whether or not the correlation between the satisfaction of users that is the performance measurement factor and the following three:(1) the attitude of users as an individual characteristic, (2) the supports of organization as an organizational characteristic, (3) the routine degree of jobs as an job characteristic, is the same as the previous study results. In addition, another empirical research was done to make clear how organizational supports and routine degree change the attitude and satisfaction of users. This study put a particular emphasis on the moderating effect because the study of this issue has not been done in any previous research. 38 corporations, whose computerization has already been made to some extent and who are listed on the stock exchange market as a leader group, was selected for research, given some hypotheses on the basis of theoretical studies. As results of this empirical study, first, the supports of organization and the routine degree of jobs changed the attitude of users, which was the same as the previous studies. Moreover, the supports of organization, the routine degree of jobs and the attitude of users had an influence on the satisfaction of users. Second, in respect of the correlation between the attitude of users and the satisfaction of users, the routine degree of jobs showed a moderating effect, but the organization supports did not show any moderating effect.

• Journal of the Ergonomics Society of Korea
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• v.25 no.3
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• pp.77-83
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• 2006

The purpose of this study is to assess the organizational types and the job stress factors that affect the procedure-based job performances in nuclear power plants(NPPs). We derived 24 organizational factors affecting to the job stress in NPPs from the job stress analysis models of NIOSH(1989), Cooper(1990), and Karasek(1990). onsidering the safety characteristic in operating tasks of NPPs, we individuate among the tasks in NPPs through the division of duty and the analysis of cost activity. Through the questionnaire survey, a structured interview with the responsible employees, and expert panels, we assess 70 tasks among 777 tasks managed officially under the procedures. They are the representative tasks to the duties of each division and are directly related to the safety. We utilize the OPTI(organizational personality type indicators) to characterize the personality type of each organization in NPPs.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.487-493
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• 2021

This study examines the relationship between three major elements -Transformational leadership, Prosocial Behavioral Intentions, and Organizational Performance of full-time academics from different universities and colleges in Oman. A total of 322 full-time employees from different universities and technical colleges participated in an online survey and hardcopy survey. The data was collected using the primary data collection method. Structured scales were adopted for the study to include all the variables under study (Garcia-Morales et al., 2012; Baumsteiger et al., 2019). The adopted questionnaire was slightly modified to align with the circumstances of universities as well as colleges in Oman. A hypothesis is formed to find out the significant contributions among different sample categories. The correlation method was used to find out the relationship. It was evident from the result that there exists a significant relationship between major variables under study. This study reveals an important characteristic of transformational leadership towards prosocial behavioral intentions as it has a connection with organizational performance. There is limited research available to find out the relationship between prosocial behavioral intentions, transformational leadership, and organizational performance. This research focuses on identifying the antecedents and factors influencing organizations' performance efficiently and productively.

• Journal of Distribution Science
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• v.14 no.5
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.4
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• pp.169-178
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• 2012

The aim of this study is to look into the influential factors on the care-workers-perceived job stress level according as the elderly-perceived satisfaction varies depending on care workers' organizational characteristic & attitudes toward work, and there's necessity of reducing their job stress. Hereupon, this study, targeting the care workers at domiciliary visit care centers in Seoul district, analyzed the influential factors of organizational factors consisting of the sub-factors, such as job autonomy, compensation, education and development, members' interrelationship, etc. on the perception level of job stress. As a result of analysis, it was found that the shorter their working hours, the more their salary, the more guaranteed their job autonomy, and the better their interrelationship is, the care workers at a domiciliary visit care center had a positive perception of job stress. Accordingly, the operators of domiciliary visit care centers are requested to have a lot more concerns for diverse forms of improvements which can not only improve care workers' working conditions, such as daily working hours and a pay level but also promote a sense of fellowship between members; in addition, it is hoped that the operators should improve the organizational environment so that care workers can freely carry out their assigned business with a sense of responsibility rather than relying on control and regulation.

• Korean System Dynamics Review
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• v.5 no.1
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• pp.73-97
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• 2004

This paper explores the relationship between technological characteristics within process innovation and selection of the firms of different organizational forms in the evolution of an industry. For this purpose, this paper develops a simulation model for industrial change that replicates dynamic competition for process innovation. The simulation analysis found the following causal relationship. First, the stronger innovation impact in terms of productivity jump tends to enlarge the productivity difference among the incumbent firms and increase the speed of productivity catch-up by the large diversified firms, Second, the possibility of entry, and eventual dominance by the large diversified firms increase when the innovation-productivity linkage is stronger and there is less cumulativeness in productivity determination. These results imply that technological characteristics are important factors that have influence on whether or not the large diversified firms can enter and succeed in an industry.

• Journal of Korean Academy of Nursing
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• v.27 no.2
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• pp.253-263
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• 1997

This second study on the effectiveness of nursing organization was designed to test the relationships between effectiveness of nursing organizations and structural variables that had been significant variables in the first study, the group design variable and the personal characteristic variables that had not been analyszed in the first study based on personal resource productivity model. The data were collected through self-reported questionnaires completed by 605 nurses working in hospitals in seoul and 782 patients being hospitalized in 5 tertiary hospitals in Seoul. The results showed that according to the canonical correlation analysis, the managing job design, nursing delivery system. nurse's age, career. and formalization were revealed as predicting variables of a nurses' job satisfaction and patients satisfaction among the five hospitals. Hospitals in which the team nursing method was used showed a higher score in nurses' job satisfaction and patient satisfaction than in hospitals which used the functional nursing model.