• 간호행정학회지
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• 제16권2호
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• pp.172-179
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• 2010

Purpose: The purpose of this study was to examine the canonical correlation between organizational culture and nurses' informatics competency. Method: Participants in this study were 354 nurses from three hospitals and one university. The scales of organizational culture, informatics competency for nurses were used. Descriptive statistics, Pearson correlation coefficient, canonical correlation were used for data analysis. Results: The dominant organizational culture was hierarch-oriented culture. Nursing informatics competency of the participants was relatively low with a mean score 3.04. Organizational culture was related to informatics competency with 2 significant canonical variables. The first variate showed the higher four subcategories of organizational culture showed the better nursing informatics. The second variate indicated that nurses felt higher innovation-related and lower hierarch-related culture showed higher medical informatics-related software usage and computer related information management, lower perception of informatics and information search using internet. Conclusion: Organization culture has a major of impact on the success of information system use. Therefore, the continuous strategy for higher innovation-related organizational culture such as management support should be needed.

• 한국병원경영학회지
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• 제16권3호
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• pp.19-40
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• 2011

The purpose of this research is to study empirically the relationship between servant leadership and organizational effectiveness and more importantly the moderating effect of Hospital employees' belief in public service on such relationship. The result showed that servant leadership positively affects three organizational effectiveness including job satisfaction, organizational commitment and OCB(organizational citizenship behavior). It was also found that Veterans Hospital employees' belief in public service moderated the relationship between servant leadership and those three organizational effectiveness variables. In other words, those who have strong belief in public service showed higher job satisfaction, organizational commitment and OCB as well as higher service and responsibility mind. Finally, limitations of the study and suggestions for future studies are presented in the conclusion.

• 지식경영연구
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• 제1권1호
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• pp.91-107
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• 2000

This paper proposes the Organizational Knowledge Discovery Process Model (OK-DPM) as an initiative for developing a knowledge management methodology. OK-DPM is a model designed to effectively discover knowledge useful to the organization. It explains the knowledge discovery process from the conceptual level to the application level. It decomposes the organizational knowledge discovery process into 3 sub-processes; Creation, Suggestion and Validation. For each sub-process, design components are identified and possible methods for supporting each one are suggested. Also, the relationship patterns between the knowledge discovery process and knowledge type are explored. By applying OK-DPM to two real cases where the knowledge management projects are ongoing, the model was validated and revised. Even though we need to investigate with more cases to refine the OK-DPM, we found that it could provide some insights in developing the effective knowledge discovery process.

• 한국병원경영학회지
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• 제20권4호
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• pp.31-49
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• 2015

The purpose of this study is to propose an effective leadership in the hospital management by analyzing the relationship of the effect of the specialty hospital CEO's leadership on the employees' organizational effectiveness as well as the customer orientation, and the mediation effects of the organizational effectiveness on the relation between hospital CEO's leadership and the customer orientation. The questionnaires of the survey targeting the 99 specialty hospitals were collected that 786 copies of them were utilized in analysis. The major outcomes of the research can be summarized as follows. Firstly, transformational leadership of specialty hospital CEO generally has the greater impact on the employees' job satisfaction, organizational commitment and turnover intention than his transactional leadership. Secondly, the most important sub-variable of specialty hospital CEO leadership affecting the organizational effectiveness of the employees are charisma of transformational leadership and contingent reward of transactional leadership. Thirdly, the sub-variable of specialty hospital CEO leadership which has the greatest impact on customer orientation of employees is the active management-by-exception of transactional leadership. Fourthly, the sub-variables in the organizational effectiveness such as job satisfaction, organizational commitment and the turnover intention of hospital employees play mostly the partial mediation role between the customer orientation of employees and the leadership of a specialty hospital CEO. This means that the more the organizational effectiveness of specialty hospital employees improves, the more the customer orientation does. Thus, specialty hospital CEOs need to pay attention to the sub-variables in organizational effectiveness so as to improve the customer orientation of the employees. To explore further the nature of the effect of hospital leadership in the future, apart form the variables of the organization effectiveness used in this study to improve the customer orientation of employees through the leadership of the specialty hospital CEO, the research to identify other factors which have greater influence and explanatory power will be needed.

• 한국조리학회지
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• 제19권4호
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• pp.307-320
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• 2013

본 연구는 본 연구는 영양사의 감성지능이 직무 만족과 조직 몰입에 미치는 영향 요인으로 감성지능과 직무만족, 그리고 조직몰입과의 관계를 파악하기 위해 상관관계분석을 실시하였으며, 영양사들의 감성지능이 직무만족과 조직몰입에 미치는 영향을 알아보기 위해 다중회귀분석을 실시하였으며 분석결과는 다음과 같다. 감성지능은 직무만족 및 조직몰입과 통계적으로 유의미한 정적 상관관계를 보였으며, 특히 정서지각과 감성지능이 상관계수가 0.774로 가장 높았으며, 정서관리와 조직몰입이 상관계수가 0.254로 가장 낮았다. 영양사들의 감성지능이 직무만족과 조직몰입에 미치는 영향에 대해 살펴본 결과로 영양사들은 정서적 사고촉진과 정서관리가 높을수록 직무만족이 높았으며 영양사들은 정서적 사고촉진이 높을수록 조직몰입이 높음을 알 수 있다. 이러한 결과를 통하여 향후 영양사의 직무 만족과 조직 몰입을 증진시키기 위해 영양사의 감성적 지능관련 요소들의 효과적 조절을 위한 감성지능 증진 프로그램의 개발이 필요하다고 사료된다.

• 동아시아경상학회지
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• 제9권4호
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• 한국병원경영학회지
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• 제7권1호
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• pp.1-18
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• 2002

Empowerment is a multifaceted concept which can be described somewhat differently. In general, it is defined as the motivational concept of autonomy and self-efficacy. Recently, this concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empowerment in service organizations has certainly generated more publicity than any other organizations. The objective of this study is to measure the degree of hospital administrative staff's empowerment using Spreitzer(1995)'s empowerment theory, and also to analyze the relationship of empowerment and job satisfaction and organizational commitment. Spreitzer argues that the work empowerment is composed of 4 dimensions (meaning, competence, self-determination, and impact) and each dimension influences employee's job satisfaction, organizational commitment, and organizational performance in the end. In order to carry out this study, data were collected by self-administered Questionnaires from 181 hospital administrative staff at 3 university hospitals in Inchon and Kyunggi-Do. The response rate is 86%. The Collected data were analyzed with SPSS statistical package V10.0. The major findings of this study are as follows: First, the degree of hospital administrative staff's empowerment is a high level point at the 7 Likert Scale. Second, the reliability of 3 variables, empowerment, job satisfaction and organizational commitment, was statistically satisfied(Cronbach's alpha>0.80). Third, as a result of correlation analysis, four components of empowerment, job satisfaction and organizational commitment showed a positive relationship. Finally, multiple regression analysis was conducted to find the impact of empowerment on job satisfaction and organizational commitment. In the case of job satisfaction, the meaning and competence factors have a positive effect(P<0.05). And the case of organizational commitment, the meaning and impact components have a positive relation(p<0.05). These results showed that the workplace empowerment is significantly related to employee's job satisfaction and organizational commitment.

• 한국건축시공학회지
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• 제21권3호
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• pp.241-247
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• 2021

건설프로젝트가 복잡해지고 대형화되어감에 따라서 조직이 어떤 역할을 하느냐가 더욱 중요한 일이 되고 있다. CM 현장조직의 성과를 높이기 위해서는 CM 현장조직에 적합한 조직구조를 찾아 조직문화를 올바르게 형성하고 구성원의 직무만족을 높이는 것이 필요하다. 따라서 본 연구는 CM 현장조직의 조직구조가 조직문화 및 직무만족에 미치는 영향을 파악하는 것을 목적으로 한다. 연구 결과 CM 현장조직의 조직구조는 공식화가 3.51로 가장 높게 나타났으며 집권화가 2.71로 가장 낮게 나타났다(5점 만점). 또한 상관분석 결과 조직구조는 조직문화와 직무만족과 상관관계가 있는 것으로 나타났다. 본 연구는 CM 현장조직에 적합한 조직구조를 설계하는데 도움이 될 것으로 사료된다.

• 대한산업공학회지
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• 제33권1호
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• pp.11-25
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• 2007

Despite surging interests in analyzing business processes, there are few scientific approaches to analysis and redesign of organizational structures which can greatly affect the performance of business processes. This paper presents a method for deriving and analyzing organizational relations from process models using social network analysis techniques. Process models contain information on who performs which processes and activities, along with the assignment of organizational units such as departments and roles to related activities. To derive social relations between organizational units from process models, three types of metrics are formally defined: transfer of work metrics, subcontracting metrics, and cooperation metrics. By applying these metrics, various relations among organizational units can be derived and analyzed. To verify the proposed method and metrics, they are applied to standard process models of the semiconductor and electronic, and automotive industry in Korea. This paper presents a taxonomy for diagnosing organization structure based on the presented approach. The paper also discusses how to combine analyses in the taxonomy for redesign of organizational structures.