• The Korean Journal of Health Service Management
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• v.11 no.4
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• pp.53-65
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• 2017

Objectives : The purpose of this study was to explore and describe the factors related to clinical nurses' organizational socialization, process and to find out the strategic information for successful organizational socialization. Methods : Data were collected with a structured questionnaires from 300 clinical nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the organizational socialization($2.95{\pm}0.37$), organization climate($3.28{\pm}0.43$), autonomy($3.23{\pm}0.43$), role stress($3.21{\pm}0.56$), professional self-concept($3.19{\pm}0.46$), organization value internalization($3.11{\pm}0.59$), and perceptional justice($2.91{\pm}0.50$). Second, influencing factor of organizational socialization of the participant were organizational climate, role stress, professional self-concept, Job esteem, Living arrangement type, collaboration between medical professionals in hospital, the other hospital work experience, role model or Mentor, total hospital career, perceived health status, spouse, perceptional justice, Adjusted $R^2=.702$. Conclusions : These results suggest that organizational socialization of clinical nurses could be enhanced by organizational climate. Thus creating a positive organizational climate are mandated for clinical nurses to have constructive organizational socialization.

• Research in Community and Public Health Nursing
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• v.31 no.4
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• pp.459-471
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• 2020

Purpose: The purpose of this study is to construct and validate a posttraumatic growth structural model for firefighters based on Calhoun and Tedeschi's model (2006). Methods: The research data was collected from 200 firefighters working in Gyeongsang-do, Jeolla-do, and Gyeonggi-do. The participants completed an anonymous survey asking about ego-resilience, active coping, family support, organizational support, self-exposure, deliberate rumination, posstraumatic stress and posttraumatic growth. Results: The model selected as a final model was the one that supports 10 hypotheses out of 13 hypotheses. In the final model, deliberate rumination (β=.59, p<.001) had a significant effect in the posttraumatic growth of firefighters. Active coping, organizational support, self-exposure, ego-resilience and posttraumatic stress had a significant indirect effect. The explanatory power of these variables was 36.0%. Conclusion: The results of the survey show that it is important to develop a strategy to strengthen deliberate rumination. In addition, encouraging deliberate rumination through organizational support and self-exposure can promote posttraumatic growth of firefighters.

• Health Policy and Management
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• v.11 no.2
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• pp.58-84
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• 2001

This study was conducted to explore the relationship between the efficiency and its organizational determinants of tile Community Mental Health Centers(CMHCs). Data are obtained from 81 personnel of 27 CMHCs from Sept. to Oct. in 1999(19 in Kyunggi province, 7 in Seoul City and 1 in Chunchon, Kangwon province). Major findings of this study are as follows. 1. DEA is a mathematical programming technique that optimizes the relative efficiency ratio of inputs over outputs for each decision-making unit(DMU). It produces a summary scalar efficiency ratio for each DMU of CMHCs. It assessed multiple inputs and multiple outputs simultaneously, and compared to specific peer group of CMHCs. 2. Organizational determinants of DEA efficiency of CMHCs we proved as advertisement(＋), location of CMHCs(in public facility)(＋), area of facility(＋), period of operation(＋), job satisfaction(＋), clarity of work-role(vague), cohesion(－), rate of certified personnel(＋), number of referral(＋), and voluntary service time(－).

• Korean Journal of Occupational Health Nursing
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• v.10 no.1
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• pp.93-109
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• 2001

The purposes of this study are to identify stress and coping strategies of married working women. Data were collected from 185 married working women, living in the metropolitan area. The results were as follows: 1. Low family function and high occupational stress affected stress symptoms of married working women significantly, but type A personality was not related to the stress symptoms. 2. The more the married working women perceived stress symptoms, the more they utilized organizational coping strategies. 3. The women who used personal coping strategies effectively also used more effective organizational coping strategies. 4. Two paths were statistically significant : family function$\rightarrow$stress symptoms, occupational stress$\rightarrow$stress symptoms. But the others were not. Based on those results, the model was modified by adding four paths : A type personality$\rightarrow$personal coping strategies, occupational stress$\rightarrow$organizational coping strategies, personal coping strategies$\rightarrow$organizational coping strategies, organizational coping strategies$\rightarrow$stress symptoms. 5. The modified model produced a better fit than hypothetical model(GFI=0.9985, ACFI=0.9893, NFI=0.9920, NNFI=1.1330, RMSR=0.0030, PNFI=0.1984). In conclusion, the stress management for married working women needs to focus on both organizational coping strategies and personal coping strategies.

• Korean Journal of Health Education and Promotion
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• v.26 no.2
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• pp.119-133
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• 2009

Objective: The aim of this study was to asses individual, organizational and environmental capacity for members of Healthy Cities Partnership (KHCP) and exploring advanced suggestions for further developing. Methods: Participants were 27. The questionnaire was developed based on Health Promotion Capacity Checklist and it analyze capacity in 3 lelvels including individual, organizational and environmental. Each level is consist of 4 sections, individual: 'Knowledge', 'Skills', 'Commitment' and 'Resources', organizational; 'Commitment', 'Culture', 'Structure' and 'Resources', environment:'Public opinion', 'Political will', 'Supportive organizations' and 'Ideas and other resources'. Each section was assessed in 4 point rating scale and cross analyzed with basic information. Results: The mean score of 3 levels were 2.57. Among the 3 levels, 'Individual' marks 2.78 point which were top and 'Organizational' marks 2.59 and 'Environmental' marks 2.33. There were no significant factors affecting Healthy cities capacity of 'Individual' and 'Organizational' level, but just 'specialization' of 'Environmental' had significance. Conclusion: Above the results, this study suggested that just 'Individual' capacity is above median point and other levels were lower. Further efforts for developing Healthy cities capacity, especially focused on 'Organizational' and 'Environmental' levels, is strongly required.

• The Korean Journal of Health Service Management
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• v.4 no.2
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• pp.47-61
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• 2010

The main purpose of this study is to derive the implications for managing effectively the leadership of hospital organization, by analyzing the effect of hospital employees' perception of the types of leadership on the organizational efficacy, and the controlling effect of individual and organizational characteristics. To test the model, survey was conducted using structural and self-administering questionnaires for 400 employees of the hospitals that have over 100 beds, in Seoul, Busan, Daegu, and Ulsan, from 29 March to 17 April, 2010, and 310 were used in final analysis. The results of the study suggest that the management methods to build the innovating leadership of managers are required in order to raise the organizational efficacy, and that searching of the methods to improve the achievement desire, self-esteem, and locus of control is required in order to maximize the effect of the innovating leadership.

• Safety and Health at Work
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• v.11 no.3
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.

• The Korean Journal of Health Service Management
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• v.9 no.2
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• pp.13-22
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• 2015

This study confirmed that the organizational health of nurses have an effect on customer orientation. This survey was conducted March 1 to 31, 2014 and a total of 210 questionnaires were used in the analysis. Descriptive statistics, t-test, ANOVA, factor analysis, and regression analysis were used to analyze the collected data in the SPSS software package. The findings are summarized as follows: First, the business environment and community-oriented organizations on health factors had an influence on customer orientation(p<.05, p<.001). Among the demographic factors, graduating from college as relevant to customer orientation. Seniority and rank in the lower tier showed that customer orientation is vulnerable. Second, when leadership was added to a conventional model, it had no significant effect on the dependent variables. The influence of community-oriented business environment factors on customer orientation was statistically significant(p<.01). In the result, we should apply proper organizational health factors to hospitals by investigating leadership, because there was difference in customer orientation according to type of leadership.

• Safety and Health at Work
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• v.6 no.4
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• pp.295-304
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• 2015

Background: While attention has been paid to physical risks in the work environment and the promotion of individual employee health, mental health protection and promotion have received much less focus. Psychosocial risk management has not yet been fully incorporated in such efforts. This paper presents good practices in promoting mental health in the workplace in line with World Health Organization (WHO) guidance by identifying barriers, opportunities, and the way forward in this area. Methods: Semistructured interviews were conducted with 17 experts who were selected on the basis of their knowledge and expertise in relation to good practice identified tools. Interviewees were asked to evaluate the approaches on the basis of the WHO model for healthy workplaces. Results: The examples of good practice for Workplace Mental Health Promotion (WMHP) are in line with the principles and the five keys of the WHO model. They support the third objective of the WHO comprehensive mental health action plan 2013-2020 for multisectoral implementation of WMHP strategies. Examples of good practice include the engagement of all stakeholders and representatives, science-driven practice, dissemination of good practice, continual improvement, and evaluation. Actions to inform policies/legislation, promote education on psychosocial risks, and provide better evidence were suggested for higher WMHP success. Conclusion: The study identified commonalities in good practice approaches in different countries and stressed the importance of a strong policy and enforcement framework as well as organizational responsibility for WMHP. For progress to be achieved in this area, a holistic and multidisciplinary approach was unanimously suggested as a way to successful implementation.

• Korean Journal of Health Education and Promotion
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• v.25 no.4
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• pp.93-110
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• 2008

Objectives: The study aimed at reviewing the organizational values, structures, and activities of the health promotion foundation model as a recently recommended by the World Health Organization, and exploring adequate suggestions to administer the funds in Korea. Methods: The study materials were collected from web-sites and visiting, the ThaiHealth, VicHealth, Healthway, and Health Promotion Switzerland were reviewed as the representative cases of health promotion foundation model. Results: According to the review, the health promotion foundation established based on relevant legal acts had the comprehensive and professional organizational structure with boards and committees as governing and supporting bodies. The foundations had clearly defined vision, mission, and purpose, and pursuit health promotion purpose, independent and professional decision making process, strategies and priorities to initiate broad health promotion activities, balanced funds distribution to various areas and sectors, and networking and collaborating with partners. Conclusions: Health promotion foundation is a recommendable model to lead more effective and efficient health promotion activities and to collaborate with other sectors or other countries. Expanded usages of health promotion fund into the diverse health promotion settings such as communities, work places and schools and health activities including sponsorships as well as health promotion programs need to be considered.