• The Journal of Asian Finance, Economics and Business
• /
• 제7권8호
• /
• pp.495-507
• /
• 2020

The paper examines the determinants of employee engagement in the not-for-profit organization (NFPO) sector. A structured questionnaire survey of 205 NFPO employees in Vietnam was employed, preceded by in-depth interviews with NFPO associates and managers. After a multiple regression analysis to study the impact of five independent variables on one dependent variable, the study reveals that Work design and Work-life balance are positively and significantly associated with employee engagement. Of which, Work design is measured by the level of job fit, job autonomy, job challenge, and job meaningfulness. On the other hand, Work-life balance involves measurement aspects consisting of how reasonable the workload is and organizational support. Meanwhile, different from the business world, Leadership, Learning and Development, and Recognition do not show statistically positive impacts on employee engagement in NFPOs. Still, they are crucial back-supporting factors to ensure employee experience at work. Further, the study finds that personal growth contributes a great part to keep employees in the sector motivated. This paper brings the area of study to the forefront in an effort to benefit the practice of human resources management in NFPOs as well as support employees in the sector with a higher quality working experience.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권10호
• /
• pp.129-139
• /
• 2020

The objective of this study is twofold: first, to investigate how organizations encourage factors that have an impact on employees' entrepreneurial behavior from employee's perspectives and experiences; and second, to discover how and why employees behave entrepreneurially within the organization. A case study method is considered as an appropriate approach to scrutinize intrapreneurial behavior because it principally concentrates on an investigation into a contemporary organizational phenomenon and context concerning entrepreneurial activities in-depth within its real situation. In data collection, an Asian multinational retail company was selected. Semi-structured interviews were carried out with 24 executive-level employees who had been working in various departments for more than 5 years. Each in-depth interview lasts for a duration of 40 to 60 minutes. The results reveal several understandings into the combination of individual-level and organizational-level factors that promote the intrapreneurial behavior and activities of the established firm in the context of Thailand. In this regard, six factors have been found as the key determinants that make an impact on innovativeness, proactiveness, and risk-taking behaviour of the employees. Those factors are personal preference, organizational stability, management support, compensation, reward system, teamwork, quality of relationship with colleagues, work autonomy and the quality of relationship with the superiors.

• 산업진흥연구
• /
• 제1권1호
• /
• pp.35-40
• /
• 2016

본 연구는 패널 데이터를 분석하여 대졸 청년층의 직장만족 요소가 이직준비 여부에 미치는 영향을 검증하였다. 연구결과 이직준비 여부에 유의한 영향을 미치는 요소는 전반적 직장만족, 개인의 발전가능성, 자율성/권한, 현 직장 월평균 근로소득(p<.001), 근무환경, 근무시간, 전공도움정도(p<.01), 인사체계, 고용안정성, 복리후생(p<.05) 순으로 영향력이 높았다. 또한 성별, 혼인상태, 학교유형(국공사립), 전공계열, 대학유형, 학교소재권역, 고용형태(종사상지위, 정규직여부) 등에 따른 이직준비 여부의 차이가 나타났다. 본 연구는 대졸 청년층의 직장만족도가 이직준비 여부에 미치는 영향을 분석함으로써 청년층 근로자의 이직을 줄이고 안정적인 직장 정착을 높이기 위한 고용정책을 펼치는 데 시사점을 제공한 것에 그 의의가 있다.

• 한국보건간호학회지
• /
• 제25권2호
• /
• pp.209-220
• /
• 2011

Purpose: The study investigated the level of mutual cooperation among those engaged in public and private nursing and social welfare to understand contributing factors. Method: The subjects were 289 nurses and 279 social workers. The level of mutual cooperation between nurses and social workers was evaluated. taking into account related personal factors and organizational environmental factors. Results: The level of mutual cooperation between nursing and social welfare organizations showed the following sequence, in decreasing order; public nursing, public social welfare, private nursing and private social welfare personnel. The factors affecting nurses' cooperation with social welfare personnel were expected duties, understanding of social workers' service, service autonomy, service appropriateness, and the training environment of the organization. Factors influencing the level of cooperation of social workers with nurses included understanding of nursing service, understanding of the efficiency gained by cooperation, service appropriateness and the training environment of the organization. Conclusion: The development of training programs to increase the level of cooperation between the nursing and social welfare fields is strongly recommended.

• 동아시아식생활학회지
• /
• 제17권1호
• /
• pp.143-151
• /
• 2007

The effects of job stress factors on psychological job stress and job satisfaction levels of school dietitians were evaluated. Questionnaires were distributed to 163 elementary school foodservice dietitians in the Seoul and Incheon area. Statistical data analysis was completed using the SPSS program. The highest stress factor was the importance of the job followed by role ambiguity, autonomy and identity, communication and participation. When dealing with job stress, the subjects showed improved and positive behaviors when communicating and participating with each other. The analysis of the relationships between job stress factors and job satisfaction revealed that the importance of the job had a negative effect on jog satisfaction. while role conflict and overload, personal relationships, and experience accumulation had positive effects. Ample occupational experience and background had highly positive effects on school dietitians' job satisfaction level whereas negative results were shown concerning circulated appointments(p<0.01). Based on these results, we suggest that role conflict and overload should be reduced in order to lower job stress levels and enhance job satisfaction levels.

• 간호행정학회지
• /
• 제12권2호
• /
• pp.255-264
• /
• 2006

Purpose: This study was carried out to understand the in-patients' experiences related on informed consent for examination, treatment or surgery. Method: The study was conducted with 578 patients who were admitted to the departments of internal medicine and surgery for examination, treatment or surgery requiring informed consent from November 1 to 30, 2004 at three general hospitals in Daegu, Busan and Gyeongsangbuk-do. The data was analyzed by using SPSS 11.5 for Windows. Results: Although the one who explains during the process of informed consent should be doctors, 6.6% was informed by nurses or others. In addition, the majority has been told for complications and risk while relatively fewer patients were informed for necessity, method and costs of the procedure, and no one ever heard of other alternatives or the right to terminate the procedure at any time. While 40% of patients were not the final decision-makers of examination, treatment or surgery, 11.9% of patients answered their opinions were not considered during the final decision-making process. Conclusion: The study suggest that the ethically appropriate informed consent has not been achieved in the clinical practice, and therefore it is necessary to develop the specific behavioral guidelines and nursing ethics education program for nurses in order to settle down the desirable informed consent at the dimension of nursing management.

• 가정간호학회지
• /
• 제23권2호
• /
• pp.243-252
• /
• 2016

Purpose: This study aims to classify multiple forms of home care services from a service user's perspective. By comparing the German system to the Korean one, this study seeks to find better ways of enhancing client-centered care. Methods: The data of 121 home care users were collected from six home care centers that had under the management of nursing managers for more than five years. The researcher used a German instrument to estimate the level of care. Results: High correlation was found between German and Korean assessment criteria (r=0.81, p<.001). However, compared to their German counterparts, Korean home care providers allocated more time towards provision of domestic help per daily visit. German home care providers allocated more time towards services relating to provision of support for physical activities, including personal hygiene. It was confirmed that the level of care in Korea does not correlate with either the categories of home care services and duration. Conclusion: Therefore, care services should be offered according to long-term care needs. This study suggests a need for systematic care aimed at strengthening the client's autonomy which should be properly planned, implemented, and managed.

• Safety and Health at Work
• /
• 제8권4호
• /
• pp.327-328
• /
• 2017

Despite provision of drinking water as the most common method of occupational heat stress prevention, there remains confusion in hydration messaging to workers. During work site interactions in a hot and humid climate, workers commonly report being informed to consume tepid fluids to accelerate rehydration. When questioned on the evidence supporting such advice, workers typically cite that fluid absorption is delayed by ingestion of chilled beverages. Presumably, delayed absorption would be a product of fluid delivery from the gut to the intestines, otherwise known as gastric emptying. Regulation of gastric emptying is multifactorial, with gastric volume and beverage energy density the primary factors. If gastric emptying is temperature dependent, the impact of cooling is modest in both magnitude and duration (${\leq}5$ minutes) due to the warming of fluids upon ingestion, particularly where workers have elevated core temperature. Given that chilled beverages are most preferred by workers, and result in greater consumption than warm fluids during and following physical activity, the resultant increased consumption of chilled fluids would promote gastric emptying through superior gastric volume. Hence, advising workers to avoid cool/cold fluids during rehydration appears to be a misinterpretation of the research. More appropriate messaging to workers would include the thermal benefits of cool/cold fluid consumption in hot and humid conditions, thereby promoting autonomy to trial chilled beverages and determine personal preference. In doing so, temperature-based palatability would be maximized and increase the likelihood of workers maintaining or restoring hydration status during and after their work shift.

• 여성건강간호학회지
• /
• 제24권1호
• /
• pp.24-32
• /
• 2018

Purpose: To determine traits related to pregnancy and delivery, length of stay, health care cost, postpartum discomfort, and satisfaction with medical service of puerperas giving birth in midwifery clinic and hospitals. Methods: This study used a comparative survey design. Data were collected from a total of 140 postpartum mothers composed of 70 mothers who gave births in two hospitals and another 70 mothers who delivered in one midwifery clinic. Results: Delivery in midwifery clinic had higher Apgar score at 1 minute and 5 minutes after birth than hospital. Those who delivered in midwifery clinic had shorter stay in the clinic, fewer health care cost, less postpartum discomfort in physical, environmental, social, and cultural areas, higher satisfaction with medical services than those who delivered in hospitals. Conclusion: Results of this study can be used as a basis for studies on giving birth in midwifery clinic and hospitals. They might increase the autonomy of women in giving birth with positive effect on the delivery experience of the mother and her spouse.

• International Journal of Advanced Culture Technology
• /
• 제9권1호
• /
• pp.52-57
• /
• 2021

Most internet companies in China are learning from Xiaomi Corporation's management model and to improving their organizational structures and human resource management practices. This study analyzed the development situation of Chinese Internet economy and the Internet thinking of Xiaomi which is a role model of Chinese Internet companies. In addition, we studied Xiaomi's organizational structure, human resource management, employee training, performance management and incentive system. In particular, Xiaomi's human resource management system has a great influence on the company's high performance and efficient service culture. Furthermore, the organization of Xiaomi is horizontally divided into three floors (7 key founders, department heads, and employees), each floor is managed by one founder. Xiaomi is interested in and considers not only the work of new employees, but also personal issues, and is concerned with the work of others in performance management and shares responsibility. Xiaomi adopts a unique and rational human resource management model, guaranteeing a lot of work autonomy for employees, and improving organizational performance.