• 한국과학교육학회지
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• 제22권5호
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• pp.1010-1029
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• 2002

The purpose of this research was to survey middle school students' preference for science and its causal factors, so as to analyze the causal relationships between them. Preference for science and its causal factors were defined theoretically, and a theoretical model was constructed to measure them and analyze the causal relationship by structural equation modeling. According to the theoretical model and a pilot test, a questionnaire was developed with three parts; the background information of a respondent, the preference for science, and the causal factors of preference. The questionnaire was administered to one class per grade of randomly selected 8 middle schools from 4 areas across the country, and 819 students' data were collected. Preference for science was defined as a state of mind. It revealed to what extent, and how, one likes science. It consisted of 3 categories - 'emotional response', 'behavioral volition', 'valuational comprehension', and each category was divided into two subcategories. Causal factors affecting the preference for science consisted of three categories - personal, educational and social factors, and each was divided into 2 or 3 subcategories. Middle school students' preference for science was middling as a total. Curiosity about contents of science and valuation of science were high, comparatively, but behavioral volition about science was especially low. Students' responses to the causal factors were relatively high in every educational factor and sociocultural valuation of social factors, but relatively low in socioeconomic rewards of social factors, and especially low in personal factors. The causal relationship about the preference for science was investigated by multiple regression analysis and path analysis, using the structural equation model. Multiple regression analysis about the preference for science and its causal factors revealed important factors. The important factors were personal ability, the personal traits, rewards in school science, and contents of school science in order of magnitude of standardized regression coefficient ${\beta}$. Stepwise regression analysis with each of the subcategories of the preference for science as dependent variables showed what factors were important in each subcategory. According to the result of structural equation modeling, personal factors affected 'emotional response' and 'behavioral volition' directly, and social factors affected 'valuational comprehension' directly. Educational factors affected all categories of the preference for science by influencing not only 'emotional response' and 'valuational comprehension' directly, but also 'behavioral volition' indirectly. The way to promote middle school students' preference for science was suggested, based on the analysis result.

• 간호행정학회지
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• 제7권1호
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• pp.145-163
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• 2001

The purpose of this research is to identify antecedent variables and outcome variables of the empowerment in clinical nurses, and to suggest managerial strategies for increasing their empowerment. Data were collected from October 12 to 18, 2000 through questionnarie taken by 566 nurses in 3 general hospitals. The 5 structured instruments were used for collecting the data : Spreitzer's Items Measuring Empowerment, Bass's Multifactor Leadership Questionnaire-1, Moorman's Equity of rewards scale, Mobley's turnover intention scale, and the Organizational Commitment Scale developed by Mowday, Porter & Steers. The data obtained were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe' test, Pearson's Correlation Coefficients, Factor Analysis, Cronbach's alpha Coefficients, Multiple Regression. The results were as follows; 1. Head nurse's transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 6.812, 5.411, p<.01). 3. Empowerment showed a positive correlation with organizational commitment and a negative correlation with turnover intention (r=.387, -.274, p=.00). Regression coefficient between empowerment and organization commitment was significant(${\beta}=.365$, p=.00). In conclusion, the more head nurse took the transformational leadership, the higher nurses perceived empowerment. The higher their empowerment level, the higher organizational commitment they perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.

• 한국IT서비스학회지
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• 제12권3호
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• pp.253-271
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• 2013

Innovation becomes norm rather than exception in today's business, and accordingly firms are working on how to make their employees to work smarter using information systems and technologies. Smart work demands virtual collaboration and cooperation among team members in different places and different time. Sharing of knowledge among team members in these innovative activities are critical in every sense for the successful performance. This study explores the antecedents of knowledge sharing among team members in team-based innovation activities. Five factors (pleasure of knowledge sharing, self-efficacy, management support, rewards, and system usage) are identified through extant review of literature and an instrument is adopted and validated from previous studies. The instrument is adminitered against 138 individuals in and across 54 teams in a telecommunication firm. Except self efficacy, all the paths in the proposed research model is confirmed with different levels of relational coefficients towards the levels of knowledge sharing and innovation activities in teams. Surprisingly, findings indicate that intrinsic pleasure of sharing is most critical than management support, organizational rewards or system usage. This study fills the research gap in team management. Findings provide important implications for managing teams in coming virtual and smart environment.

• Asia pacific journal of information systems
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• 제15권3호
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• pp.65-90
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• 2005

One of the major goals of using knowledge management systems(KMS) is the sharing of knowledge. The intent of an individual to share his/her knowledge plays a crucial role in sharing quality knowledge in corporations. However, there is little research that addresses this relationship between the intent to share and the use of KMS both from a holistic perspective and with empirical data analyses. To understand major factors that affect both knowledge sharing intent and the use of KMS, we conducted a field study from eight companies in four different industries which had been using KMS for at least a year. Using confirmatory factor analysis and structured equation modeling techniques, we have analyzed the relationships among top management support, trust among peers, trust in the organizational hierarchy, incentives and rewards, knowledge-sharing intent, KMS quality, knowledge quality, and the use of KMS. The research results show that top management support and trust between peers enhance the intent of sharing knowledge. We also found that top management support, knowledge-sharing intent, incentives and rewards, and the quality of knowledge have positive relationships with the use of KMS.

• 대한물리치료과학회지
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• 제28권1호
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• pp.54-61
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• 2021

Background: The present study was performed to examine the factors required for active engagement of participants in exercise therapy by surveying the frequency of participation, fidelity of performance, and supporting materials and rewards provided to encourage participation in the study. Design: Cross-sectional study. Methods: The survey was conducted in a population of 103 participants in at least one exercise treatment study. A 12-item questionnaire was designed to determine the frequency of exercise participation and fidelity of participant performance. Results: The results were subjected to frequency analysis and Pearson's correlation analysis. The subjects were less likely to exercise with the therapist and less likely to exercise at home. In addition, the provision of supplementary materials, to be considered when exercising at home, was insufficient. A strong positive correlation was found between the frequency of exercise in the presence of a therapist and the fidelity of participant performance (r=0.812, p=0.001), whereas a weak negative correlation was found between the frequency of unperformed exercises and the fidelity of participant performance (r=-0.523, p=0.023). Conclusion: The results of the present study suggested that it is necessary to increase the number of times that exercises are performed with the therapist to motivate increased frequency of exercise participation and fidelity of participant performance. In addition, appropriate rewards and periodic management are required.

• 한국병원경영학회지
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• 제18권4호
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• pp.131-144
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• 2013

The purpose of this study is to analysis factors affecting workers' knowledge sharing intention in a hospital. This study is based on personal factors such as perceived incentives, perceived reciprocal benefits, perceived behavioral control, and subjective norm. Also, there are organizational factors such as organizational climate, CEO's support, rewards system, trust, and IT system. Data were assessed using 107 employees who work at C university hospital in Chunkcheong-do and collected with self-administered questionnaires from April 1 to 13 in 2013. This study was analyzed SPSS 18 by using frequency and multi regression analysis. The results of the study were as follows. First, knowledge sharing intention among personal factors was statistically significant in perceived behavioral control. Second, the awareness of knowledge sharing intention among organizational factors was turned out to be positive effect for CEO's support and trust. This study was identified a couple of factors affecting knowledge sharing intention between personal and organizational factors. The the implications of these factors are discussed and areas for developing hospital management strategies are fostered knowledge sharing.

• 동아시아식생활학회지
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• 제17권2호
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• pp.258-265
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• 2007

The aim of this study was to analyze conflicting factors between Korean and Chinese Kitchen staff within the Chinese restaurants if hotels, and formulate a plan for resolving problems. A closed-end questionnaire was used for survey, which was conducted between 30 April 2005 and 4 June 2005. The survey was conducted among Koran and Chinese (China/Taiwan) cooking staff at Chinese restaurants within 5 star hotels located in Seoul, Korea. 231 questionnaires were distributed to the staff members, and the data collected and analyzed Form the results, Chinese staffs that have more cooking experience were found to be in higher positions and receive higher salaries. In addition, compared to Korean staff, the Chinese staff had fewer problems with conflicts from personnel adminstration, personnel adminstration, personal/psychological areas, benefits/rewards and relationship with their outlet manager. Conversely, Korean staff experience more disagreements in each conflict factor area than Chinese staff, implying there is a divergence between Korean and Chinese staff.

• 한국건설관리학회논문집
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• 제20권4호
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• pp.94-103
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• 2019

건설프로젝트의 품질경영활동에서 조직구성원의 적극적인 참여는 성공적인 경영성과 달성을 촉진한다. 본 연구는 참여를 촉진하는 메커니즘을 발견하고자 한다. 선행연구에서 참여를 촉진하는 선행요인은 보상시스템과 만족이다. 제안된 연구모델의 검증을 위해 232명을 대상으로 샘플데이터를 수집했다. 구조방정식 모델을 이용한 실증분석을 했다. 연구 결과, 제안된 모든 변수가 직원참여에 유의한 정(+)의 영향을 미쳤다. 직급 및 근로계약 유형에 따른 조절효과가 발휘되었다. 본 연구의 결과는 품질경영활동의 촉진을 위한 보다 폭넓은 관점에서 참여를 촉진할 방안을 모색하는 연구자 및 관리자에게 유용한 이론 및 실무적 시사점을 제공할 것으로 기대한다.

• 한국병원경영학회지
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• 제8권2호
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• pp.24-48
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• 2003

It is important how the leader leads the organizational members with leadership appropriate to environment changes as the leader has great influence on the management of hospital organization. These data were collected from the questionnaire surveyed, from February 14 through February 28, 2003, to 218 people among those in the field of doctorship, management administration, nursing, technology, medical engineering, management engineering, and general affairs, working for three hospitals under S medical foundation in Pusan. The principal findings of this research are as below : 1. Type of leadership and job satisfaction had positive correlation in terms of both transformational and transactional leadership, with former having more relation than the latter. 2. Type of leadership and organizational commitment had positive correlation in terms of intellectual stimulus and situational rewards, having little relation statistically. 3. Type of leadership and turnover intentions had negative correlation only in individual consideration, situational rewards, and exceptional management, showing that transactional leadership had more relation than transformational leadership. 4. In terms of leadership and its effect on the organizational performance and turnover intentions, transformational leadership had more correlation than transactional leadership. But transactional leadership also turned out to have effect on organizational performance. When transformational leadership used, turnover intentions were lower than when transactional leadership used. However, both transformational and transactional leadership had negative correlation to turnover intentions. 5. Effect that type of leadership according to job classification, status, age, and academic career has on organizational performance and turnover intentions was differed by those factors; especially, in the occupation of doctor, both transformational and transactional leadership had positive correlation to turnover intentions. 6. Regression analysis on the factors of organizational performance and turnover intentions showed that higher age had positive correlation to the organizational performance in terms of socio-demographical features and that the more leadership was used for charismatic and situational rewards and the less leadership was used for intellectual stimuli, the higher organizational performance was likely. In short, hospital operators and managers should examine each manager's qualification, type, and style of leadership in the hospital organization, and they must develop lasting programs for effective education and training for developing characteristics of leadership are in needed to have managers with appropriate managerial mind to respective post and status. It should be kept in mind that manager's leadership especially has great effect on members' goal-setting, goal-achievement, organizational performance, and turnover intentions as it is a decisive factor of organizational members' attitude and motivation.

• 한국직업건강간호학회지
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• 제28권4호
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• pp.242-252
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• 2019

Purpose: This study aimed to identify factors influencing depressive symptoms in public and private sector employees. Methods: Survey data on 23,602 workers who had worked in the public or private sector were obtained from the 2014 Korean Working Condition Survey (KWCS). Symptoms of depression were measured using the WHO-5 Well-being Index. Data were analyzed using a $x^2$ test, t-test, and multivariate stepwise logistic regression to determine the factors affecting the symptoms of depression. Results: First, the prevalence of depressive symptoms was 41.1 % in public sector employees and 43.4 % in private sector employees. Second, the factors commonly affecting depressive symptoms in public and private sector employees were residence area, cognitive demands, development opportunities, social support from colleagues, social support from supervisors, social community at work, job rewards, and work-family conflict. In addition, age, company size, atypical work, ergonomic risks, quantitative demands, emotional demands, influence, and job insecurity were found to be predictors of depressive symptoms unique to private sector employees. Conclusion: Mental health programs including the employee assistance program (EAP) should be developed and implemented after considering the risk factors affecting depressive symptoms.