• Journal of the Korean Dietetic Association
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• v.3 no.1
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• pp.9-22
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• 1997

Purposes of the study were to : (a) measure the levels of job satisfaction, (b) investigate the degree of job characteristics, (c) determine the levels of organizational commitment, (d) investigate relationships between demographic variables and job satisfaction, and (e) examine the relationship between organizational commitment, job characteristics and job satisfaction. Questionnaire was developed and mailed to 300 dietitians who are currently working in school, hospital and industry foodservices. A total of 177 questionnaires were usuable : resulting in a 59% response rate. Results of this study were summarized follows : 1. Approximately half of the respondents(46.9%) indicated that the were 26 to 30 years old. A total of 112 respondents(63.3%) were unmarried. A bachelor's degree was reported as the most common education level(46.9%) while 6.2% of the participants reported a master's degree. Years of employment in professional practices were ranged from 2 to 5. Approximately 40% of the respondents had earned over \900,000 per month. 2. Work itself of the JDI was with the highest job satisfaction mean score followed by supervision, co-workers, wage and promotion. 3. In total job satisfaction score, dietitians in school foodservices were a significant lower than dietitians in industry foodservices and hospital foodservices. 4. A significant relationship was found for demographic factors and four job facets in terms of job itself, co-workers, and promotion. 5. A work itself was the most improtant facet th the dietitian followed by wage and promotion. 6. Task identity of the JCI facets was the most prevalent job characteristics followed by variety, dealing with others, feedback and friendship. 7. Three groups of dietitians had no significant difference in total job characteristics score. 8. A group of dietitians with a higher job satisfaction score had a significant higher score in job variety and job autonomy. 9. Organizational commitment mean score with dietitians was 1.88. 10. Job satisfaction score for five facets and total job satisfaction were significantly correlated with organizational commitment score.11. Job charateristics with job variety, job autonomy, feedback, task identity, friendship were positively correlated with organizational commitment.

• Journal of Digital Convergence
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• v.6 no.4
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• pp.25-34
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• 2008

This study explores the component factors of innovation brand to build organizational culture of government ministries. A perception of organizational officers on innovation brand is ranked orderly by brand awareness(recognition, discrimination), brand loyalty (identification, ease of memory, meaning diffusion, reaction of customer needs), brand salience, brand knowledge and brand innovation. The results of factor analysis classify the component factors with factor1(brand awareness, brand loyalty) and factor2(brand innovation). This results indicate that the officers definitely recognize the value of innovation brand and brand identity. The brand discrimination and brand loyalty can also positively affect perception on brand innovation.

• Management & Information Systems Review
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• v.36 no.2
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• pp.133-156
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• 2017

This paper explores a theoretical framework, in which compassion arising from others' suffering among organizational members can be connected to EV to CSR activities via POI. We argue that compassion may generate positive identity related to being a member of a particular organization (i.e., POI), which increases to EV to CSR, ultimately leading to the enhancement of the corporate reputation. In return, an enhanced reputation for the corporation results in an increase of employees' perceived organizational identity via increase of CEI. Employees with high POI are more likely to carry out compassion and share it with others within an organization. In short, the positive circulation between compassion and EV to CSR as shown in Figure 2 demonstrates not only the ways in which compassion among organizational members can evoke EV to CSR through POI, but also how EV to CSR can facilitate compassion within an organization in terms of enhanced corporate reputation.

• Convergence Security Journal
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• v.23 no.4
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• pp.17-22
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• 2023

Traditional authentication systems typically involve users entering their username and password into a centralized identity management system. To address the inconvenience of such authentication methods, a decentralized identity authentication system based on Distributed Identifiers(DID) is proposed, utilizing decentralized identity technology. The proposed system employs QR code scanning for login, enhancing security through the use of blockchain technology to ensure the uniqueness and safety of user identities during the login process. This system utilizes DIDs and integrates the InterPlanetary File System(IPFS) to securely manage organizational members' identity information while keeping it private. Using the distributed identity authentication system proposed in this study, it is possible to effectively manage the security and personal identity of organization members. To improve the usability of the system proposed in this study, research is needed to expand it into a solution.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.425-432
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• 2017

The purpose of this study is to analyze mission statements of social welfare centers. For this, we collected mission statements of 385 social welfare centers nationwide. We analyzed data using the NVivo 10 program. Analysis results found the total number of collected words was 1,401. The number of words corresponding to the target of organizations was 448 (32.0%), the number of words corresponding to problems was 51 (3.6%), the number of words corresponding to the directionality 118 (8.4%), the number of words corresponding to strategy was 545 (38.9%), and the number of words corresponding to organization's image was 239 (17.1%). Second, the words of the intervention target were resident of community, local community and community. Intervention issues included community problems, poverty, and social isolation. The words of the organizational directivity included welfare community/village, social welfare, and empowerment. Words related to organizational strategy were formation/building, sharing/serving, and improvement/development/improvement. Words related to the organizational image included in the mission statements were the welfare center, we, the professional agency, and the neighbors. By analyzing the mission statements, we found that social welfare centers portrayed its identity based on 'locality'. The distribution of the words related to the community was high in both the target, target, and direction. The limitations of this study include the exclusion of analyzing the relationship between organizational mission and organizational performance. This should be considered in future studies.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.21 no.1
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• pp.60-68
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• 2014

Purpose: The purpose of this study was to analyze the differences between gender identity, gender equality, and self-esteem among nursing college students. Methods: The subjects were nursing college students who were selected from 4 different nursing colleges. We measured gender identity, gender equality, and self-esteem using verified measurement tools. Data were analyzed using descriptive and comparative statistical methods. Results: Gender equality among nursing college students showed a significant difference between male students and female students. Male students had higher gender equality scores than female students on all 4 types of gender equality. Conclusion: Male nursing college students that there are differences in gender equality, especially in the areas of education and employment. Based on these results, we suggest that future work should focus on developing a curriculum to increase awareness of gender equality among under graduate students, and thereby build an organizational culture of mutual respect for gender equality among clinical nurses.

• Journal of the Korea Society of Computer and Information
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• v.25 no.11
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• pp.269-276
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• 2020

Recently some researchers have challenged the truism by arguing that ethical leadership evokes followers' engagement in unethical behavior when that is benefit for organization(unethical pro-organizational behavior, called UPB). In this paper, I propose the relationships among the ethical leadership, affective commitment, and UPB based on social exchange theory and social identity theory. Using survey data from 10 companies 90 employees, the regressing analysis results indicate that there is positive and significant direct relationship between ethical leadership and UPB, and affective commitment paly as a partial mediator role among ethical leadership and UPB. Some implications, future research directions, and study limitations were discussed.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.207-215
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• 2016

The objective of this study is to examine the relevance between Job Characteristic and Organizational Effectiveness by Job Stress. The proxy variable of the Job Characteristic are skill variety, task identity, task significance, task autonomy, and task feedback. The proxy variable of Job Stress are role conflict, role ambiguity, and role overload. And the proxy variable of Organizational Effectiveness are job satisfaction, organizational commitment, and turnover intention. The sample consists of 379 data belonging to manufacturing and service industry located on Busan, Ulsan, and Gyungnam in 2015. The result of this study shows that there is difference on the relevance between Job Characteristic and Organizational Effectiveness according to the Job Stress. Therefore, it is more important to reduce the job stress to enhance the Organizational Effectiveness.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.83-98
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• 2016

This study attempted to test not only the influence of transformational leadership(TFL) on employees' unethical pro-organizational behavior(UPB), but also the mediating effect of organizational identification(OID) between TFL and employees' UPB. This study employed two research methods: literature review and empirical testing of the developed hypotheses. Data were collected through online questionnaire instruments from 229 employees working at companies in Korea. To test the hypotheses, structural equation modeling was employed. The model is shown as adequately fitting to the data. The results showed that there was not a positive and statistically significant relationship between TFL and employees' UPB, and OID played as a mediator in the relationship between TFL and employees' UPB. These findings provide a meaningful implication that the positive impact of TFL is linked to employees' UPB through OID.

• Journal of the Korean Dietetic Association
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• v.2 no.1
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• pp.49-61
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• 1996

For the purpose of disclosing the relationship between job characteristics and satisfaction and organizational commitment for foodservice employees, questionnaire survey was carried out on 427 subjects of 14 general hospitals in Seoul, Korea. Questionnaire items consisted of general characteristics, organizational commitment, job satisfaction and characteristics. Data were analyzed by ANOVA, Duncan's multiple range test and Pearson correlation using SPSS PC package. The results were as follows 1. Mean score of value commitment and commitment to stay were 3.57 and 3.67. 2. There were significant differences between value commitment and age, marital status department, period and management, and between commitment to stay and experience and management. 3. Mean score of job satisfaction was the highest in co-workers(3.37) and work itself (3.37) and followed by in supervision(3.25), wage(2.43) and promotion(2.01). There were significant differences between job satisfaction for work itself and age, educational status and job department and management, between job satisfaction for wage and position, department, period and management, between job satisfaction for supervision and age, educational status and department, between job satisfaction for promotion and age, marital status, position, period, and management, between job satisfaction for co-workers and sex and educational status. 4. Mean score of job characteristics was the highest in dealing with others(4.13) and followed by in feedback(3.51), autonomy(3.29), task identify(3.07), variety(2.71) and friendship(2.47). 5. Job satisfaction for work itself, supervision and co-workers were significantly increased with increasing value commitment. Job satisfaction for work itself, supervision were significantly increased with increasing commitment to stay. Job satisfaction for promotion had negative correlation with organizational commitment in all job position. 6. Value commitment had significantly positive correlations with variety, autonomy, identity, feedback and dealing with others, and significantly negative correlation with friendship. Commitment to stay had significantly positive correlations with dealing with others, and significantly negative correlations with friendship. In all job position organizational commitment had significantly negative correlations with friendship.