• 한국산학기술학회논문지
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• 제16권11호
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• pp.7424-7432
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• 2015

본 연구의 목적은 산학협력단장의 리더십 4가지 유형이 조직효과성에 미치는 영향력을 규명하는데 있다. 전국 35개 대학의 산학협력단 직원 설문대상 404명 중 178명의 설문응답 내용을 AMOS를 사용하여 구조방정식모형(SEM)으로 분석하였다. 산학협력단장이 조직 효과성에 미치는 리더십의 영향력을 확인하기 위해 독립변수로서 변혁적 리더십(TFL), 거래적 리더십(TAL), 코칭 리더십(CL), 서번트 리더십(SL)으로 구분하고, 종속변수로서 직무만족(JS), 조직몰입(OC), 자기효능감(SE)으로 정의하였다. 연구결과는 다음과 같다. 첫째, 직무만족 및 조직몰입에 대해 변혁적 리더십, 거래적 리더십 및 코칭 리더십이 영향력을 미치고 있는 것으로 나타났다. 둘째, 자기효능감에 대한 거래적 리더십과 서번트 리더십의 영향력은 통계적으로 유의하지 않았다. 셋째, 자기 효능감과 관련하여 산학협력단 직원들은 변혁적 리더십 및 코칭 리더십을 통해 약하게 영향을 받고 있었다. 넷째, 서번트 리더십의 경우 종속변수인 직무만족, 조직몰입, 자기효능감에 전혀 영향을 미치지 않았다.

• Asia pacific journal of information systems
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• 제20권1호
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• pp.33-56
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• 2010

The current business environment has been characterized as less munificent, highly uncertain and constantly evolving. In this environment, the company with dynamic capability is reported to be more successful than others in building competitive advantage. Dynamic capability focuses on the link between a dynamically changing environment, strategic agility, architectural reconfiguration, and value creation. Being characterized to be flexible and adaptive to market circumstance changes, an organization with dynamic capability is described to have high resource fluidity, which represents business process, resource allocation, human resource management and incentives that make business transformation faster and easier. Successful redeployment of the resources for dynamic adaptation requires organizational forms and reward systems to be well aligned with firm's technological infrastructures and business process. The alignment is considered to be an executive level commitment. Building dynamic capability is knowledge driven; relying on new knowledge to reconfigure firm's resources. Past studies established the link between the effective execution of a knowledge-focused strategy and relevant setting of architectural elements such as human resources, structure, process and information systems. They do not, however, describe in detail the underlying processes by which architectural elements are adjusted in coordinated manners to build knowledge-driven dynamic capability. In fact, understandings of these processes are one of the top issues in IT management. This study analyzed how a Korean corporation with a knowledge-focused strategy aligned its architectural elements to develop the dynamic capability and thus create value in the dynamically changing markets. When the Korean economy was in crisis, the company implemented a knowledge-focused strategy, restructured the organization's architecture by which human and knowledge resources are identified, structured, integrated and coordinated to identify and seize market opportunity. Specifically, the following architectural elements were reconfigured: human resource, decision rights, reward and evaluation systems, process, and IT infrastructure. As indicated by sales growth, the reconfiguration helped the company create value under an extremely turbulent environment. According to Ancona et al. (2001), depending on the types of lenses the organization uses, different types of architecture will emerge. For example, if an organization uses political lenses focusing on power, influence, and conflict. the architecture that leverage power and negotiate across multiple interest groups would emerge. Similarly, if an organization uses economic lenses focusing on the rational behavior of organizational actors making choices based on the costs and benefits of action, organizational architecture should be designed to motivate and provide incentives for the actors (Smith, 2001). Compared to this view, information processing perspectives consider architecture to be designed to maximize the capacity of information processing by the actors. Using knowledge lenses, the company studied in this research established architectural elements in a manner that allows the firm to effectively structure knowledge resources to form dynamic capability. This study is revelatory single case with a historic perspective. As a result of this study, a set of propositions and a framework are derived, which can be used for architectural alignment.

• 한국산업보건학회지
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• 제32권1호
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• pp.64-77
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• 2022

Objectives: The purpose of this study is to objectify the level of case management performance and the factors influencing performance, to improve the case management performance at the Korea Worker's Compensation & Welfare Service (KWCWS) on the basis of the recognition of the objective realities of case management by job coordinators at the KWCWS, to develop a model of case management fit for the KWCWS, and to provide a basis for establishing guidelines for standardized case management. Methods: A total of 156 questionnaires were distributed to job coordinators at the KWCWS's headquarters, six regional headquarters, and 55 branches. One hundred forty-one questionnaires were collected and 126 were analyzed statistically using SPSS 21.0. Factor analysis and reliability analysis were conducted to verify the validity and reliability of the main measurement items in the research model. Frequency analysis was conducted for general characteristics of survey subjects. Frequency analysis or descriptive statistics were conducted to identify the level of independent variables (case manager's individual variables, job variables, institutional and organizational variables). Dependent variables (case management performance) and the degree of correlation were analyzed through correlation analysis between research variables. Multiple regression analysis and hierarchical regression analysis were conducted to examine the effect of independent variables on case management performance. Results: The results of the study showed that the level of overall performance in the five stages of case management was ordinary, with an average level of 3.45 on a 5-point scale. Levels of performance by step were institutional approach and intake (3.69), assessment (3.63), goal setting and intervention planning (3.46), implementation of intervention plan (3.32), and evaluation and termination (3.20), in that order. The explanatory power of case management performance (overall) by case managers with the KWCWS was case manager's institutional and organizational variables, job variables, and individual variables, in that order. At each stage of case management, the explanatory power of a case manager's institutional and organizational variables was found to be the greatest. The model changes at each stage of case management assume similar aspects statistically. In hierarchical regression analysis, it was institutional support that had a significant effect on case management performance (overall), and institutional support had the greatest effect. The results of multiple regression analysis in which all variables are input simultaneously showed that institutional support and expertise as well as self-efficacy had a positive effect. However, case management work experience, expertise (technology), and autonomy were found to have a negative effect during the stage of case management performance. Conclusions: As a result of the study, it was confirmed that raising the case manager's expertise and support from the institution and organization are important factors to improve the level of case management performance. The research also derived practical ways of reinforcement of case manager capacity, institutional and organizational support, operation of rehabilitation-case management teams, and occupational health-related aspects.

• 대한간호학회지
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• 제45권2호
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• pp.240-250
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• 2015

Purpose: The purpose of this study was to validate the Korean version of the Ethical Leadership at Work questionnaire (K-ELW) that measures RNs' perceived ethical leadership of their nurse managers. Methods: The strong validation process suggested by Benson (1998), including translation and cultural adaptation stage, structural stage, and external stage, was used. Participants were 241 RNs who reported their perceived ethical leadership using both the pre-version of K-ELW and a previously known Ethical Leadership Scale, and interactional justice of their managers, as well as their own demographics, organizational commitment and organizational citizenship behavior. Data analyses included descriptive statistics, Pearson correlation coefficients, reliability coefficients, exploratory factor analysis, and confirmatory factor analysis. SPSS 19.0 and Amos 18.0 versions were used. Results: A modified K-ELW was developed from construct validity evidence and included 31 items in 7 domains: People orientation, task responsibility fairness, relationship fairness, power sharing, concern for sustainability, ethical guidance, and integrity. Convergent validity, discriminant validity, and concurrent validity were supported according to the correlation coefficients of the 7 domains with other measures. Conclusion: The results of this study provide preliminary evidence that the modified K-ELW can be adopted in Korean nursing organizations, and reliable and valid ethical leadership scores can be expected.

• 산업경영시스템학회지
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• 제35권2호
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• pp.21-29
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• 2012

Person characteristics and the perception of organization climate affect on the performances associated with causes of job stress, and may induce various types of human errors. For incidence, a person's adaptation to organizational traits can influence on a person's performance with tasks assigned as well as job satisfaction, a change of occupation, etc. There are several evaluation methods such as an aptitude test to evaluate the suitability of department allocation. However, only person's traits such as an aptitude has been associated with department allocation and job assignment for the personnel management. This paper shows not only an evaluation result on the job-stress of the workers in nuclear power plants (NPPs), but also the relationships between the job-stress and the coincidences of group-personal, team-personal traits. Then, we systematically deduct a basic information on the factors to be considered to manage the organizational traits and job stress. We expect this result can contribute to enhance the organizational management against to the human errors as well as for the promotion of safety and efficiency of NPPs.

• 가정∙방문간호학회지
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• 제22권1호
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• pp.38-46
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• 2015

Purpose: This study aimed to determine the levels of burnout, self-efficacy, intention to stay, and organizational citizenship behavior (OCB) among nurses in small- and medium-sized hospitals, and factors related to nurses' OCB. Methods: A targeted sampling method was adopted, whereby 185 clinical nurses employed at 1 of 4 hospitals were enrolled in the study. OCB was measured with a tool developed by Podsaoff et al. Associated factors, including nurses' general characteristics, burnout, self-efficacy, and intention to stay, were measured using a structured survey. Data were analyzed by frequencies, t-test, ANOVA, Duncan's multiple test, Pearson Correlation Coefficient and multiple stepwise regression. Results: Levels of OCB in nurses was on average 3.52 on a scale of 1 to 5, exhibiting a positive correlation with self-efficacy and intention to stay, and a negative correlation with burnout. The final related factors were self-efficacy, burnout and intention to stay with a predictive and explanatory power of 52% for OCB. Conclusion: To increase the level of OCB of nurses, an environment in which such behavior is encouraged needs to be established by introducing measures related to administrative support and task efficiency that reduces mental burnout, while increasing self-efficacy and intention to stay.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2003년도 춘계학술대회 논문집
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• pp.159-164
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• 2003

The purpose of this article is to comparatively depict the organizational effectiveness of two rail firms based on the cognitive response of employees(group of drivers). To attain this purpose, several aspects of current personnel and organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system, job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general, the cognitive response of drivers in two firms concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers in two firms concerning culture-related aspects is also awfully negative. 3) Job satisfaction of drivers in the firm A is highly related to role and leadership factors in terms of personnel-related aspects, on the one hand, and to achievement factor in terms of culture, on the other hand. In case of the firm B, job satisfaction of drivers is highly related to personnel evaluation factor as well as role and leadership factors in terms of personnel-related aspects, on the one hand, and to affiliation, power, and bureaucracy factors in terms of culture, on the other hand.

• 간호행정학회지
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• 제14권2호
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• pp.107-117
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• 2008

Purpose: The aim of this study was to testify effectiveness and adaptability of the job characteristics model in nursing organization. Methods: The subjects of this study were 250 nurses who were working in the 2 general hospitals located in Metropolitan city area. The data were collected by self-reporting questionnaires. The data were analyzed using descriptive statistics and path analysis. Results: The modified path model revealed a highly fitness of the data in the overall fitness indexes. The prediction power of modified model was from 44% to 58%, which was very high. The highest predict factors of organizational commitment were identified meaning of empowerment and feedback of job characteristics. The highest predict factors of job satisfaction were identified impact of empowerment and autonomy of job characteristics. Conclusion: With these findings, it was suggested that the nursing job-redesign plan focused on nursing feedback and autonomy among the job characteristics was needed to increase the nurse’ empowerment as well as nursing organizational effectiveness.

• 지역사회간호학회지
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• 제31권4호
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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.

• 중환자간호학회지
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• 제16권1호
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• pp.15-27
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• 2023

Purpose : The purpose of this study is to identify the factors affecting the degree of job embeddedness by examining role conflict among intensive care unit nurses, the nursing organizational culture, nurse-physician collaboration, degree of job embeddedness, to understand the relationship between these variables. Method : Participants are 148 nurses from two hospitals in the intensive care unit. Collected data are analyzed using independent t-tests, ANOVA, Scheffé test, Pearson correlations, and multiple regressions using the SPSS 25.0 program. Results : The factors that significantly influenced the participants' job embeddedness are role conflict (𝛽=-.19, p =.015), innovation-oriented culture (𝛽=.26, p =.003), and nurse-physician collaboration (𝛽=.24, p =.002). The total explanatory power of these factors for job embeddedness is 44.5% (F=15.06, p =.001). Conclusion : This study identifies role conflict among intensive care unit nurses, innovation-oriented culture, and nurse-physician collaboration as important factors affecting job embeddedness.