• Safety and Health at Work
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• v.7 no.3
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• pp.225-230
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• 2016

Background: This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. Methods: A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. Results: The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. Conclusion: Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

• Safety and Health at Work
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• v.10 no.3
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• pp.384-388
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• 2019

The horse stable hand workers are one of the most important occupations in horse-racing industry. However, suicide problem of the horse stable hand workers in Korea has raised the necessity of new study on how these workers experience mental health problems such as occupational stress and depression in organizational situation. Therefore, this study investigated the occupational stress and depression level of the horse stable hand workers and identified the structural relationship in the horse-racing industry through a detailed interview. A total of 207 horse stable hand workers participated in this study, and occupational stress and depression level were surveyed using the Korean Occupational Stress Scale (KOSS) and Korean version of the Center for Epidemiologic Studies-Depression Scale (CES-D). The results of this study showed that the occupational stress level of horse stable hand workers was higher than the median of Korean population. The significant difference in occupational stress among the detail job grade was also identified. In addition, 34% of the horse stable hand workers showed high risk of depression, and job demand, organizational system, and inappropriate compensation as the subfactors of occupational stress were showed to mainly affect depression. Although there are some limitations according to the field survey, this study also has significant meaning in that it identifies the relationship between the occupational characteristics of the horse stable hand workers and the mental health. It will be necessary to study the diverse organizational situation and individual mental health for new occupations.

• Korea Journal of Hospital Management
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• v.24 no.4
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• pp.13-32
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• 2019

Purposes: This research is an empirical research to analyze the effect of self-leadership on the job satisfaction and organizational citizenship behavior and the mediating effect of psychological capital. Methods: This research investigates the effect of self-leadership and psychological capital on job satisfaction and organizational citizenship behavior of public health workers. The analysis was carried out to 4 local medical staffs in Chungcheongnam-do province, which distributed 330 copies and recovered 313 copies (94.8% recovery) and analyzed 304 copies (effective response rate 92.1%). Findings: First, causality was found in self-leadership and psychological capital. Second, it was found to have a significant effect on psychological capital and job satisfaction. Third, psychological capital was found to have a significant effect on organizational citizenship behavior. Fourth, psychological capital has a positive effect on both Self-leadership's behavior-oriented strategy, natural reward strategy, and strategic thinking pattern strategy. In the job satisfaction relationship, there was a partial mediating effect. Fifth, psychological capital has a positive effect on both self-leadership and organizational citizenship behavioral behavior-oriented strategy, natural reward strategy, and strategic thinking pattern strategy. The organizational citizenship behavioral relationship was found to have a partial mediating effect. Practical Implications: Taken together, the results indicate that the members of the four public health care organizations run by Chungcheongnam-do have a high weight on the natural reward strategy of achieving job satisfaction through the pleasures of doing their favorite activities or jobs.

• Health Policy and Management
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• v.5 no.2
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• pp.173-201
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• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.282-289
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• 2016

This study examined the mediating effects of social capital between transformational leadership and organizational commitment in hospitals nurses'. The survey was conducted with 244 nurses working in a general hospital. The data was collected with the transformational leadership, social capital and organizational commitment and analyzed using the SPSS/WIN 21.0 and Amos 18.0. A positive relationship was observed between transformational leadership, social capital, and organizational commitment; social capital had a partial mediating effect of a transformational leadership and organizational commitment. To increase the organizational commitment, mediating between the head nurse' transformational leadership and social capital is recommended.

• Korean Journal of Occupational Health Nursing
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• v.24 no.4
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• pp.259-269
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• 2015

Purpose: The study is to identify a correlation among hospital nurses' emotional labor, social support and organizational commitment and to analyze the effects on organizational commitment. Methods: The participants are 300 nurses working at two general hospitals located in Gyeonggi-do, who agreed to join the study. Data collection were done from July to September in 2014. The collected data are analyzed a descriptive statistic, t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficient, and multiple regression and SPSS/WIN 15.0 Program was used in the process. Results: Organizational commitment was negatively correlated with emotional works but it was positively correlated with social support. The factors affecting organizational commitment were informational support and evaluative support which were sub-domain of social support as well as level of emotional expression which was a sub-domain of emotional works, their positions and level of education. Conclusion: To increase the level of an organizational commitment, a method of coping in difficult situations and information relating to private assessments is recommended. Also, the organization should prepare a plan that members can properly manage their emotions face-to-face with clients.

• Journal of Home Health Care Nursing
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• v.15 no.1
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• pp.22-28
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• 2008

Purpose: The aim of this study was to analyze the effects of time management on the clinical nurse's organizational commitment and job satisfaction. Methods: Subjects were recruited in two general hospitals in Seoul and Incheon. Data collection was done using a self-report questionnaire. Time management was measured using the questionnaire developed by Han (1992). Organizational commitment and job satisfaction were measured using the questionnaire developed by Yoon (2000), based on Mowday et al. (1979) and Stamps et al. (1978). The data were analyzed using the SAS statistical package program, version 10.0. Specifically, descriptive statistics and stepwise multiple regression were performed. Results: The predictive time management factors for organizational commitment included deadline decision, simplification, and goal-setting. The predictive time management factors for job satisfaction included planning/making the priority order, deadline decision, simplification, asking for help, and responsibility reduction. Conclusion: Time management factors are highly correlated with organizational commitment and job satisfaction in clinical nurses. Deadline decision and simplification are common predictive factors for organizational commitment and job satisfaction. These results can be used to develop more effective time management strategies for increasing organizational effectiveness in clinical nurses.

• Journal of Home Health Care Nursing
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• v.21 no.1
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• pp.36-43
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• 2014

Purpose: This study explored the relationships among resilience, job stress, and organizational commitment in ICU nurses. Further, the possibility of the application of resilience to the hospital environment was evaluated to provide basic data for program development to improve resilience and to promote nurses' commitment to their organizations. Methods: Data were collected from 174 ICU nurses at A University Hospital. The cross-sectional descriptive survey was conducted using a structured questionnaire. Results: The mean resilience score was $2.41{\pm}0.47$ out of 4. The mean score for job stress was $3.60{\pm}0.36$ out of 5, and that for organizational commitment was $3.25{\pm}0.55$ out of 5. Analysis of the relationships between the participants' resilience and organizational commitment indicated a significantly positive correlation (r=.45, p<.001). According to the general characteristics, organizational commitment levels showed a significant difference according to the ICU type (F=1.38, p<.001). Conclusion: It may beconcluded that the important individual factor of resilience had a positive influence on organizational commitment. Thus, resilience should be actively promoted, and a program should be developed to enhance the resilience of ICU nurses.

• The Korean Journal of Health Service Management
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• v.5 no.2
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• pp.63-76
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• 2011

It is necessary to access managing human resources of hospitals with diversity in order to operate hospital organization successfully and efficiently. The research tries to analyze affecting factors of organizational effectiveness of hospital workers according to their positions. The research has been performed on the 836 hospital workers of 8 different positions in the Busan & Gyeong-nam area, utilizing SPSS version 19.0 for processing and analyzing the data. The major results of the research are as following. First, among such factors of organizational effectiveness as sense of belonging to work, pride, work settlement, wage satisfaction, job satisfaction, colleague perception, and unstable consciousness of their job, there is a meaningful difference according to the kinds of working institution and positions. Second, there was higher organizational effectiveness(a sense of belonging and pride) as to higher work settlement and wage satisfaction within all kinds of positions. In addition, there was higher organizational effectiveness(a sense of belonging and pride) as to higher job satisfaction and colleague perception within all kinds of positions except for physical therapist, general adminstration, facilities, nutrition, and etc. There was higher organizational effectiveness(a sense of belonging and pride) within all kinds of positions except for general adminstration, facilities, nutrition, and etc, as to lower job or work complaint.

• The Korean Journal of Health Service Management
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• v.12 no.3
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• pp.169-180
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• 2018

Objectives: The purpose of this study was to investigate the self-leadership, sense of community, and organizational socialization in nursing students. Methods: The subjects were 215 four-year nursing students in one province. Data were collected from May 4 to 25, 2018 through a self-report questionnaire. Data were analyzed using descriptive statistics, t-tests, analysis of variance, Scheffe's Test, Pearson's correlation coefficients, and multiple regression analysis. Results: Organizational socialization was positively connected to self-leadership and sense of community the higher the self-leadership and sense of community, the higher the organizational socialization. In the independent variables, communal consciousness produced greater ramifications on organizational associations. Conclusions: Nurse educators can use our findings to consider the individual needs of the nursing student in order to increase their self-leadership and sense of community by developing and implementing suitable and appropriate academic curriculum where proper research can be conducted in order to acquire successful, organizational socialization within the nursing community. Further research in this area is warranted.