• International conference on construction engineering and project management
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• 2009.05a
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• pp.338-344
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• 2009

Organizational learning of construction team has been long addressed in the literatures, but the mechanism of learning and the influence of leader in the team still remain vague. This paper presents a computational model (OLT) depicting the mechanism and the influence of leader in a systemic way. The OLT model is a multi-agent system based on some eloquent propositions proposed in previous researches. The proposed model is preliminarily validated by some toy-problem simulations. In the OLT model, the leader is assigned as a project manager. The results show that a proper leader can effectively improve the learning process and the result-in performance, in which the team learning is mainly affected by both the leader and the majority in a team. Based on our findings, two propositions are concluded accordingly: (1) Learning of a team would be enhanced if a proper leader is assigned; (2) The effectiveness of learning would increase in a team, in which the members retain explorative attitudes.

• Journal of the Korean Society of Industry Convergence
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• v.26 no.5
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• pp.733-741
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• 2023

The purpose his study was a descriptive research study to identify the influencing factors of mentoring for nursing students, and was conducted with 120 nursing students. The collected data were subjected to real number and percentage, mean and standard deviation, t-test, ANOVA, Scheffe test, Pearson's correlation, and multiple regression analysis using SPSS/WIN 25.0. As a result of the study, mentoring was found to have a significant positive correlation with organizational socialization, core nursing competency, and clinical performance competency, and the explanatory power of the regression model was 64.1%. Since mentoring is an effective teaching method, based on this study, we propose a study to develop a structured mentoring program including organizational socialization, core nursing competency, and clinical performance competency to test the effectiveness. In addition, proposes a study to identify the relationship with various variables by dividing mentoring into sub-competencies of career development function, psychological stability function, and role model function.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.722-731
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• 2016

Previous findings on Organizational Citizenship Behaviors is a useful index for effectiveness of the organization. Also, it is a factor that explains the relation between its member's attitude and behavior as organizational commitment had been stabilized. Since autonomy and rapidity has become more important in increasing the efficiency of the organization, this means Organizational Citizenship Behaviors has become important in it. Organizational Citizenship Behaviors of the members occurs only when discretion and autonomy are given to its members. Therefore, this study aimed at measuring the effects of police officer's personal dispositions on organizational citizenship behaviors, exploring the moderation effect of organization culture, and providing the basis with implications to promote the Organizational Citizenship Behaviors in the police Organization. By reviewing previous finding, Police Officer's Personal Dispositions were selected as independent variables, Organizational Citizenship Behaviors was selected as dependent variable. and Organizational Culture was selected as moderation variable. The result of analysis showed that The belief & The Norm influenced in Organizational Citizenship Behaviors(positive), and The Value in Organizational Citizenship Behaviors(negative). And The moderation effect was tested: The Value${\rightarrow}$Hierarchical Culture${\rightarrow}$Organizational Citizenship Behaviors(negative), The belief${\rightarrow}$Rational Culture${\rightarrow}$Organizational Citizenship Behaviors(negative)

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.29 no.2
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• pp.109-126
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• 2018

Librarians, who provide the public with library services at public libraries, are employees whose jobs are often require emotional labor. The emotional labor of librarians working at public libraries can result in stresses caused by the discrepancy between the library's emotional requirements and the librarian's personal emotions, which may influence organizational effectiveness, such as organizational commitment and job satisfaction. In that, this study intends to examine the influence of emotional labor on the organizational commitment and job satisfaction of librarians working at public libraries. To do so, based upon the conceptual underpinning through literature reviews of librarians working at public libraries and emotional labor, this study constructs a theoretical framework of organizational commitment and job satisfaction of librarians. Using a questionnaire survey method, this study surveys 238 public library staff from 33 public libraries in the Seoul metropolitan area, statistically examines the response through the SPSS20 statistical package, and analyzes the relationship between and among the variables. Based on the analysis, discussion on the influence of the emotional labor on organizational commitment and job satisfaction of librarians working at public libraries follows.

• Journal of the Korean Society of Marine Environment & Safety
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• v.19 no.6
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• pp.621-628
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• 2013

It is already recognized, the fleet crew of Korean Coast Guard(KCG) have come to perform a wide range of roles that they carry on duties on inferior working conditions. Therefore a research on leadership is seemed necessary to improve organizational effectiveness for them. This study is to examine whether leadership style with transformation is appropriate in organizational commitment for the fleet crew of KCG. In this study transformational leadership is fixed as independent variables and organizational commitment as dependent variables and also five factors as demographic characteristics. Intellectual stimulation is turned out to be the most influential factor in organizational objective(t=6.664, p=0.000) and continuance commitment(t=4.057, p=0.000), but individualized consideration are uninfluential factors concerning organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.99-111
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• 1999

The purpose of this study was to investigate the relationship between public health nurse's decentralization, participation of decision-making and organizational commitment and to provide basic data for the improvement of public health nurse's organizational effectiveness. Data were collected from Aug. 1 to Aug. 30, 1998 (collection rate-96%) through questionnaires by 163 public health nurses working in Taejon and Chungnam. The instruments were used Van de Ven and Ferry's Job Authority scale, Hage and Aiken's Hierarchy of Authority scale. Participation of Decision-making scale. and Mowday's Organizational Commitment Questionnaires. Collected data were analyzed by SPSS PC+. The results were as follows 1. There were significant differences of age(P<.05), career, spending time for major study, and experience who called expert(P<.01) to decentralization. 2. There were significant differences of career (P<.05), educational level, and spending time for major study(P<'OOl) to participation of decision-making. 3. There were significant differences of career. spending time for D1ajor study, self-evaluation to specialty(P<.01) and experience who called expert (P<.001) to organizational commitment. 4. 1) A significant correlation was found between decentralization and self-evaluation to specialty (P<.05), age, career, spending time for major study, and experience who called expert (P<.01.). 2) A significant correlation was found between participation of decision-making and self-eval-uation to specialty(P<.05), age, career, spending time for major study, experience to call expert, and decentralization (P<.01). 3) A significant correlation was found between organizational commitment and age(P<.05). career. spending time for major study, self-eval-uation to specialty, experience who called expert. decentralization, and participation of decision-making (P<.01). 5. Decentralization w·as the best predictor of or ganizational commitment(17%), also experience who called expert, self-evaluation to specialty explained the organizational commitment.

• Journal of the Korean Home Economics Association
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• v.45 no.3
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• pp.109-120
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• 2007

The purposes of this study were to provide evidence concerning the effects of Emotional Leadership and examine the impacts of Emotional Leadership on employee-related variables which were 'job satisfaction', 'organizational commitment', 'organizational performance', 'turnover intention'. A survey was conducted from August 23 to November 3, 2005 to collect data from kitchen staff(N=611). Statistical analyses were completed using SPSS Win(12.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS(5.0) for structural equation modeling. Kitchen staffs gave high point to their leader in the Emotional Leadership competence 'Optimism: seeing the upside in events' and 'Adaptability: flexibility in handing change' and gave lower point in the Emotional Leadership competence 'Inspirational leadership: guiding and motivating with compelling vision'. Employees' job satisfaction on 'coworker' were relatively high. However, the extents of satisfaction on 'payroll', 'promotion', 'work environment' were relatively low. The organizational commitment score was higher at 'loyalty' factor than 'commitment' factor. the test of hypothesis using structural equation modeling found that Emotional Leadership produced positive effects on job attitude and job performance. In conclusion, this study has identified that the Emotional Leadership effects on their organizational performance and attitudes toward their job.

• The Journal of the Korea Contents Association
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• v.13 no.1
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• pp.247-256
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• 2013

Prior research has shown empirically that organizational culture and social capital are as a critical factor determining organizational effectiveness. The purpose of this study is to examine the effects of social welfare's organizational culture on the social capital. For the research, social capital was consisted of trust, norms and network, and organizational culture was measured by Kimberly & Quinn's competing value model. The results of this study were summarized as follows: Mean analyses showed that social workers perceived the level of organizational culture and social capital had a higher than medium. Especially, group culture had a strong positive effects on the social capital. This study finally discussed theoretical implications for future study and practical implications for social capital strategies on the results.

• Convergence Security Journal
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• v.12 no.2
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• pp.23-32
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• 2012

This study of transformational leadership impact on followership, job satisfaction and organizational commitment to investigate the relationship. Private security guards and managers that works private security firms located in Seoul, Gyeonggi-do, and Incheon in 2011 were set as a population and purposive sampling method to extract the sample by 880 people, but final samples of 790 people were drawn from the results. This study SPSSWIN 16.0 using factor analysis, reliability analysis, Pearson's Correlation Analysis, multiple regression analysis, path analysis was carried out. In addition, this study is to investigate the influence of transforming leadership with followership, job satisfaction and organizational commitment. The results are as follows. First, transforming leadership affects followership. Second, transforming leadership affects job satisfaction and organizational commitment. Third, followership affects partially In other words, behavioral tendencies increases job satisfaction and organizational commitment. Thinking tendencies is also job satisfaction and organizational commitment does not affect.

• Knowledge Management Research
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• v.14 no.2
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• pp.137-154
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• 2013

In an ever-tougher competitive environment caused by globalization, domestic companies are increasingly adopting business strategies aimed at continuously securing competitive advantage by taking advantage of globally-competitive foreign professionals. Despite a persistent rise of such trend, domestic researches regard migrant workers as the socially underprivileged, and delve into the issue of migrant workers from the policy, welfare, and ethical perspectives. With a growing need to deal with migrant professionals from the strategic viewpoint - to acquire professional talent in an era of global competition, it becomes essential to verify the real effectiveness of migrant professionals. Yet, there has been relatively little discussion of it. This study assumes that based on th137e integration-learning perspective on diversity, the greater the number of foreign professionals, the greater the effect on organizational innovative performance. Also could be effective in managing diversity is diversity-friendly HRM which involves eliminating discrimination against migrant professional workers and treating them fairly. Based on the data collected from 72 domestic companies, this study conducted an empirical analysis of the impact of the percentage of foreign professionals in the total workforce on organizational innovative performance and of the moderating role of diversity-friendly HRM. The results show that the proportion of foreign professionals in the entire workforce has had no significant impact on organizational innovative performance, and that the proportion of foreign professionals in the total workforce and diversity-friendly HRM have had a interaction effect on organizational innovative performance. Based on these research results, the study attempted to interpret the significance of the proportion that migrant professionals make up of the total workforce and of diversity-friendly HRM in relation to organizational innovative performance, and their implications for diversity management.