• Korean Journal of Occupational Health Nursing
• /
• v.26 no.3
• /
• pp.197-206
• /
• 2017

Purpose: This study aimed to investigate the relationship among nurses' workplace bullying experience, organizational culture, and organizational commitment. Methods: Nurses who had worked for more than 6 months (N=299) were selected from 5 general hospitals. Data were collected from August to September 2014, using a self- reported questionnaire, and were analyzed using SPSS version 20.0. Results: Among the participants, 17.7% reported having experienced workplace bullying. Those who had experienced workplace bullying reported significantly lower relation-oriented culture, innovation-oriented culture, and organizational commitment as compared to the other group (t=-2.50, p=.016; t=-2.60, p=.011; t=-2.91, p=.004, respectively). Rank-oriented culture was higher in those who had experienced workplace bullying as compared to those who had not (t=2.76, p=.007). Conclusion: Those who had experienced workplace bullying had higher scores on rank-oriented culture and lower scores on innovation-oriented culture, relation-oriented culture, and organizational commitment. To reduce workplace bullying among nurses, hospital managers should improve the relation-oriented organizational culture and alleviate the rank-oriented culture.

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

• The Korean Journal of Health Service Management
• /
• v.7 no.2
• /
• pp.113-124
• /
• 2013

The purpose of this study is to investigate of determinants of hospital organization trust affecting to hospital worker's trust in organization. This study was measured levels of trust in organization of hospital workers and 5 determinants of organization trust, organizational fairness, consideration, morality, competence and responsibility toward a society. Levels of trust in organization of hospital workers and determinants of organization trust were assessed using a sample of 190 employees who work at 2 hospitals in Seoul, Kyunggi. Data were collected by self-administered questionnaires from november 22 to 29 in 2012 and analyzed SPSS 18 by using t-test, ANOVA and regression analysis. The results of this study indicate that organizational fairness, consideration and responsibility toward a society among 5 determinants were positively related to levels of trust in organization of hospital workers. Based on these findings, it can be defined that 5 determinants of hospital organization trust influences levels of trust in organization of hospital workers. The implications of this study are discussed and areas for future research are presented.

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

• The Korean Journal of Health Service Management
• /
• v.9 no.4
• /
• pp.51-62
• /
• 2015

Objectives : Identify the factors that affect organizational citizenship behavior of hospital nurses, and to provide a basis for developing an effective nursing workforce management system. Methods : Participants of this study were 214 nurses serving at general hospitals located in B Metropolitan City. Data collection was performed from Oct.15th to 25th, 2014. The methods of analyzing data were ANOVA, Scheffe's-Test, Pearson's Correlation Coefficient Analysis and the Stepwise Multiple Regression Analysis according to the SPSS WIN 18.0 Program. Results : Emotional intelligence explained 42.1% of the subjects' organizational citizenship behaviors. This figure increased to 48.7, 51.3 and 52.3%, respectively when other three factors of job satisfaction, age and educational background were added on a one-by-one basis. Conclusions : Considering that emotional intelligence is a critical factor in organizational citizenship behaviors, general hospitals should develop and implement education and training programs that can raise their nurses' emotional intelligence and job satisfaction and, concomitantly, promote their organizational citizenship behaviors provided that feedbacks is provided later.

• Korean Journal of Occupational Health Nursing
• /
• v.25 no.3
• /
• pp.177-187
• /
• 2016

Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

• Journal of Industrial Convergence
• /
• v.22 no.6
• /
• pp.73-80
• /
• 2024

In this study, the impact of entrepreneurial orientation subfactors on organizational performance in the health and social welfare services industry was examined. Accordingly, responses from 272 organizations in this industry that participated in the corporate section of the 2022 Entrepreneurship Panel Survey conducted by the Korea Entrepreneurship Foundation were used. A regression analysis was performed on the data using the SPSS 25.0 program. According to the analysis, the entrepreneurial orientation subfactors of autonomy, proactiveness, innovativeness, and competitive pursuit had positive impacts on organizational performance. Risk-taking, on the other hand, had no effect on organizational performance. Based on these findings, building an entrepreneurial-oriented organizational culture and strengthening compensation to promote an entrepreneurial orientation are recommended.

• Korea Journal of Hospital Management
• /
• v.8 no.3
• /
• pp.72-91
• /
• 2003

The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.

• Journal of Industrial Convergence
• /
• v.13 no.3
• /
• pp.1-9
• /
• 2015

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and OCB(organizational citizenship behavior). Questionnaire data were collected from 265 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational citizenship behavior(OCBIs and OCBOs). And organizational justice indirectly influences OCB through organizational cynicism as expected. Implications are discussed and future research directions are outlined.

• The Korean Journal of Health Service Management
• /
• v.6 no.3
• /
• pp.107-115
• /
• 2012

The purpose of this study is to investigate of welfare as employer's voluntary benefits and services in hospital on organizational effectiveness. This study was measured attitudes towards welfare and behavioral intentions and their relationship to welfare satisfaction, job satisfaction, turnover intention among employees. Attitudes towards welfare in hospitals and behavioral intentions were assessed using a sample of 163 employees who work in 4 hospitals in Seoul, Kyunggi, Daejeon. Data were collected by self-administered questionnaires from June 1 to 29 in 2012 and analyzed SPSS 18 by using correlation analysis, regression and SEM(structural equation modeling). The results of this study indicate that welfare satisfaction was positively related to job satisfaction, but negatively to turnover intention. Based on these findings, it can be defined that welfare satisfaction strongly influences job satisfaction, turnover intention among employees. The implications of this study are discussed and areas for future research are presented.