• Journal of Korean Public Health Nursing
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• v.33 no.2
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• pp.270-283
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• 2019

Purpose: The aim of this study was to identify the job insecurity, job satisfaction, and organizational commitment of non-regular visiting nurses working at public health centers, and evaluate the effects of job insecurity on the job satisfaction and organizational commitment. Methods: This study was a descriptive survey study. One hundred forty-three visiting nurses, who were non-regular hired by 16 public health centers in B city, were selected using a convenient sampling method. Results: The results were analyzed using SPSS/Win 21.0. A feeling of helplessness (among job insecurity factors) and retention intention significantly affected the job satisfaction of non-regular visiting nurses, and their explanation power was 20%. Retention intention, a feeling of helplessness, and age significantly influenced the organizational commitment, and their explanation power was 26%. Conclusion: Therefore, it would be necessary to stabilize the employment type, provide appropriate promotion and compensation for nurses according to their work performance, and reduce the number of non-regular employees to increase the job satisfaction and organizational commitment of non-regular visiting nurses.

• The Journal of Information Systems
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• v.12 no.1
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• pp.19-45
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• 2003

The ERP system comes to existence in the period of change. In other words, the ERP system is adopted to the company with BPR project. In general, the ERP system is introduced to companies as packages rather than in-housing systems. There are several researches in IS literatures which have a conclusion that organizational context affects the performance of ERP system. This study attempts to review the organizational context from the prospective of organizational structure and change management. Regarding the organizational structure, we choose some widely known variables such as the degree of formalization and centralization. For the analysis of change management, we set the variables, which are the most importantly considered, such as the power of CEO's promotion and user participation. The extent of customizing is introduced as moderating variables between the organizational context and the implementation performance. With collected data, we performed the reliability test, the factor analysis and the regression analysis. In summary, the introduction of an information system such as ERP system has a behavioral and organizational impact. The organizational change may breed resistance and opposition and can lead to the failure of the system. Therefore, implementation of the system requires careful change management, active involvement of users and high level of management support.

• Korean System Dynamics Review
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• v.15 no.1
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• pp.51-74
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• 2014

Despite the high efficiency of nuclear power plant, people in Korea do not give approvals and supports the facilities because the risk of the accidents and incidents. In particular, the low level of safety culture is a crucial mechanism that damages the robustness of the NPP. By considering the various definitions of safety culture and analyzing the major reasons of incidents, the conceptual safety culture model is made by using Causal Loop Diagramming. For sustaining development of nuclear power, social supports, incentives and organizational learning are needed. It also requires the coordination of work schedules and the expansion of human resource for protecting the rules and procedures in NPP. Decommissioning aging nuclear power plants will prevent a serious accident. In order to promote the safety culture, Korea Hydro & Nuclear Power Corporation should disclose more information to the public and promote the internal and external communications.

• Korean System Dynamics Review
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• v.15 no.2
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• pp.5-25
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• 2014

The purpose of this study is to analyze the effects of nuclear power plant workers and organizational characteristics on accidents, and seek the combination of policies for reducing accidents. For this purpose, it grasped, by using System Dynamics and Causal Loop Diagram, how various factors that cause accidents in nuclear plants are interrelated, and performed simulations after building simulation models. As a result of the analysis, first, the fundamental cause of safety accidents in nuclear power plants turned out to be the time constraint on the workload. Second, it turned out that as the workload of workers increases, physical and mental stresses increase, thereby increasing accidents due to errors and violations. Third, it turned out that as the levels of educational training and compliance with regulations and procedures are enhanced, accidents are reduced. Lastly, it turned out that as the combination of policies (reliance level + working environment + educational training + compliance with regulations and procedures) is increased, accidents are reduced. Especially, it turned out that if the combination of policies is increased by 30%, more than 10 cases of accidents are reduced.

• Journal of Korean Academy of Nursing
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• v.38 no.2
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• pp.287-297
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• 2008

Purpose: The purpose of this study was to identify factors related to nurses' organizational citizenship behavior using multilevel analysis which included both nurse characteristics at individual levels and nursing unit characteristics at group levels. Methods: The sample was composed of 1,996 nurses who were selected from 182 nursing units in 28 hospitals in six metropolitan cities and seven provinces using cluster sampling. Data were collected using self-reported questionnaires from February to March 2006. Results: The results of the study indicated that individual level variables related to organizational citizenship behavior were religion, job position, clinical career, self efficacy, positive affectivity, and supervisor support. The group level variables related to organizational citizenship behavior were collective efficacy, number of nurses in a nursing unit, and the average salary level of a nursing unit. 30.9% of individual level variances of organizational citizenship behavior were explained by the nurses' individual level variables. The explanatory power of group level variables, which is related to group level variances of organizational citizenship behavior, was 75.5%. Conclusion: This research showed that it was necessary to develop appropriate strategies related to not only individual factors, but also higher-level organizational factors such as collective efficacy, to improve individual performances in the hospital.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.434-443
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• 2009

Purpose: This study was performed to measure nurses' perception of reward, organizational commitment, turnover intention, and to examine the effect of the first two variables on turnover intention. Methods: This study was cross-sectional survey. Data were collected from 400 nurses working at 8 general hospitals in 6 cities from May 28 to July 18, 2008. Result: Nurses perceived that reward was 'important', and organizational commitment and turnover intention were 'middle'. Being under 30 years old the unmarried staff nurses' organizational commitment was significantly low in statistics and their turnover intention was high. The only financial reward had a positive relationship with turnover intention, and organizational commitment had a negative relationship. The influence variables on turnover intention were affective commitment, period of expected work, financial reward, age, normative commitment, and the explanation power of them was 57.2%. Conclusion: It is concluded that the manager working at a small-middle sized general hospitals in Korean provinces should develop and apply the strategies that can improve nurses' organizational commitment. And they also have to make their organizational reward system keep appropriately.

• Korea Journal of Hospital Management
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• v.25 no.1
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.

• Journal of the Korean Regional Science Association
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• v.40 no.1
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• pp.111-127
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• 2024

Our study investigates the impact of paternalistic leadership on organizational citizenship behavior in the Chinese context. First, we explore whether the benevolent, moral, and authoritative dimensions of paternalistic leadership positively influence organizational citizenship behavior. Second, we examine the mediating role of affective commitment. Third, we investigate whether power distance orientation and follower's age moderate the paternalistic leadership-affective commitment-organizational citizenship behavior mechanism. The results confirm the positive effects of the three sub-dimensions. We also confirm power distance orientation and follower's age moderate the effect of benevolent and moral aspects of paternalistic leadership. These underscore the importance of a dimensional analysis of paternalistic leadership. Theoretical and practical implications are also suggested.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.23-31
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• 2006

Purpose: The purpose of this study was to test the empowerment structural model based on Kanter's work empowerment theory. Method: A predictive, nonexperimental design was used in a sample of 279 nurses from 3 university affiliated hospitals. Data were collected with self-administered questionnaires and analyzed using mean, standard deviation, pearson correlation coefficient and path analysis. Results: The results showed that the overall fitness of the hypothethical model to the data was good(chi-square=.7751, df=4, p=.942, GFI=.999, AGFI=.996, RMSEA=.000). Both formal power and informal power directly influenced on nurses' perceived empowerment level and empowerment directly influenced on nurses' organizational commitment and indirectly influenced on nurses' intent to stay. Conclusion: The results imply that hospital and nurse managers should provide the empowering working condition for nurses to be stayed in hospitals.

• Korean System Dynamics Review
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• v.2 no.2
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• pp.63-84
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• 2001

There are many activities to improve Nuclear Power Plant(NPP) performance and safety such as equipment improvement, redundancy and the like. Since public perception about NPP safety affects nuclear policy of site selection. Recent researches for NPP safety are including not only technical approaches but also social ones. In. this contexture, the purpose of this study is to develope cuassal loop digaram for assessment of organizational and human factors in NPP safety. Through real data from interview with NPP employees we develope causal loop diagram which can explain the relations of cause and effect among variables, and depict social system for organizational and human factors in NPP safety.