• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.495-507
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• 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
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• v.7 no.10
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• pp.129-139
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• 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.

• Industry Promotion Research
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• v.1 no.1
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• pp.35-40
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• 2016

This study verified the effect of youth university graduates' workplace satisfaction on preparation for turnover by analyzing panal data. The study results showed that satisfaction of general workplace, possibility of personal development, autonomy/authority, monthly wage(p<.001), working environment, office hours, usefulness of major(p<.01), personnel system, employment stability, welfare benefits(p<.05) affected preparation for turnover. Also, sex, marital status, type and location of university, major, status of workers affected preparation for turnover. This study provided implication for reducing turnover and enhancing workplace settlement by confirming the effect of youth university graduates' workplace satisfaction on preparation for turnover.

• Journal of Korean Public Health Nursing
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• v.25 no.2
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• pp.209-220
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• 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.

• Journal of the East Asian Society of Dietary Life
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• v.17 no.1
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• pp.143-151
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• 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.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.255-264
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• 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.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.23 no.2
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• pp.243-252
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• 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
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• v.8 no.4
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• pp.327-328
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• 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.

• Women's Health Nursing
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• v.24 no.1
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• pp.24-32
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• 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
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• v.9 no.1
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• pp.52-57
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• 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.