• The Korean Journal of Health Service Management
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• v.6 no.3
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• pp.141-155
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• 2012

The purpose of this study is to analyze the effects of job stress on job attitude among nurse practitioners, determine moderating effects of perceived organizational support in this process, and provide preliminary data to devise a scheme for managing job attitude effectively in nursing manpower. The research model was composed of 7 sub-variables of job stress, which was a independent variable; job attitude, which was a dependent variable, was divided into job satisfaction and organizational commitment; and variables of moderating effects included perceived organizational support. The data for empirical analysis of the model were collected from 300 nurses working in one university hospital and two general hospitals in Busan by using structured self-administered questionnaires. The main results of empirical analysis were as follows: Perceived organizational support was effective in preventing job stress from worsening job attitude. Moderating effects of perceived organizational support were found to exist in relations between job stress and organizational commitment. These results imply that a sense of organizational support has both direct and moderating effects on job attitude and can be a good means of managing job attitude.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.598-617
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• 2020

In many enterprises, the extent and the frequency of damages incurred due to the unethical behavior of the members of the organization have not reduced, but rather the magnitude and frequency of damages have been increasing. Research at an organizational level is necessary at this point in time, to investigate the contributing variables that cause this unethical behavior, the measures to manage them, and the control variables that can reduce unethical pro-organizational behavior. Therefore, this study seeks to explore perceived organizational support and psychological entitlement as leading factors of unethical pro-organizational behavior, based on the theory of social exchange, and to examine the reaction mechanism between these variables. This is particularly because a large number of the current labor force belongs to the millennial generation (born after 1978) or Generation Y, and their sense of psychological entitlement has been problematic in their organization. The effect of perceived organizational support on unethical pro-organizational behavior and the effect of psychological entitlement on unethical pro-organizational behavior were examined through a review of existing literature, and an empirical analysis was conducted to investigate the moderating effects of psychological entitlement on perceived organizational support and unethical pro-organizational behavior. A regression analysis was conducted based on the valid data of 185 members of an organization who belong to the millennial generation, and the analysis results showed that a sense of psychological entitlement had a moderating effect between perceived organizational support and unethical pro-organizational behavior. Based on these findings, this paper proposes theoretical and practical implications for unethical pro-organizational behavior and psychological entitlement, and hopes to contribute to expanding research in this area.

• Journal of East-West Nursing Research
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• v.16 no.2
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• pp.179-189
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• 2010

Purpose: The purpose of this study was to investigate the relations among professionalism, organizational commitment and job satisfaction, and to the investigate the influencing factors of organizational commitment and job satisfaction among clinical nurses. Methods: The participants were 386 nurses sampled from Seoul and Gyeonggi provinces. A structured questionnaire was used to collect data, and the data were analyzed by applying t-test, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS 8.12. Results: A positive correlation existed among professionalism, organizational commitment and job satisfaction. Major factors that influenced organizational commitment were job satisfaction, religion, educational status, and a sense of calling (one of the subcategories of professionalism), which explained 54.1%. Major factors that affected job satisfaction were organizational commitment, educational status, and the subcategories of professionalism including a sense of calling, a service to the public, self-regulation and professional autonomy, which explained 60.8%. Conclusion: Based on the findings of this study, the professionalism is one of the critical factors linked to organizational commitment and job satisfaction among clinical nurses. In order to promote organizational commitment and job satisfaction among nurses, an appropriate practical support system, which is applicable to diverse conditions, should be developed and applied in nursing.

• The Journal of the Korea Contents Association
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• v.11 no.9
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• pp.187-201
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• 2011

A need for considering effective human resources management, in addition to the social aspect of foreign workers, has been rising as the number of foreign workers increased. This study was designed to figure out effective ways to manage foreign workers. By examining an effect of acculturation and organizational fairness on the organizational commitment of foreign laborers and moderating effects of social support, this study aims to improve their commitment, sense of belonging, and loyalty to the company. The results are as follows. Acculturation and organizational fairness has a positive effect on organizational commitment. To be specific, distribution impartiality has the strongest influence on normative commitment, and interactional justice has an effect on emotional commitment and continuous commitment the most, and a partial effect on the moderating effects of social support. Therefore, to improve productivity of foreign laborers, organizational commitment of foreign workers should be reinforced and to achieve this, acculturation and organizational fairness need to be enhanced, and there should be measures to strengthen social support for them.

• Quality Improvement in Health Care
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• v.5 no.2
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• Journal of Korea Port Economic Association
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• v.39 no.1
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• pp.65-100
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• 2023

This study examines the effects of organizational trust of the container terminal operators' employee on organizational citizenship behavior and the moderating effect of organizational support in the relationship between the two variables. In order to efficiently achieve the purpose of this study, an empirical analysis was conducted by distributing a literature review and a questionnaire, and the results of the study are as follows... First, the organizational trust of the container terminal operators' employee was found to have a significant positive (+) effect on organizational citizenship behavior, and trust in the company appeared to be more important than trust in the superior, indicating trust in the institutional aspect. This means that formation has more influence on organizational citizenship behavior... Second, it was confirmed that the organizational support of the container terminal operators' employee can lead to active participation in organizational citizenship behavior through the expansion of educational compensatory support. Third, among the organizational support of container terminal operators, emotional support and educational compensatory support were found to have a partial moderating effect on the relationship between organizational trust and organizational citizenship behavior." Emotional support has a moderating effect on caring and active participation behaviors in the relationship between trust in the company and organizational citizenship behaviors, and a moderating effect on caring, active participation, and non-complaining behaviors in the relationship between trust in superiors and organizational citizenship behaviors. It was analyzed that there is Compensatory educational support has a moderating effect on altruistic, caring, active participation, and non-complaining behavior in the relationship between trust in the company and organizational citizenship behavior. It was analyzed that there was a moderating effect on active participation and non-complaining behavior. These analysis results mean that members' trust in the company further increases through the container terminal operator's emotional support and educational reward support. As uncertainty grows, it is very important to increase the trust of organizational members in the organization. sense of belonging to the organization, Emotional support that can increase immersion, improvement of work environment, provision of educational opportunities, and education-compensatory support such as a fair compensation system will increase organizational trust and induce effective organizational citizenship behavior to realize sustainable growth of the organization.

• Management & Information Systems Review
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• v.35 no.2
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• pp.137-165
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• 2016

Community enterprise is a type of business that simultaneously pursues public interest and profitability to vitalize the local society and economy and also an alternative endeavor to restore community by local residents using local resources. In rapid changes of business environment and social dynamics of these days, one of the alternatives to provide solutions for problems in persons and organizations is workplace spirituality. Workplace spirituality is not only beneficial to satisfaction, commitment, devotion, and organizational citizenship behavior, but also positively influential to outcome of an organization. Expanding the scope and subjects found in most previous studies on workplace spirituality of general companies, this study tries to contribute to development of community enterprises through empirical analysis of the effect of community enterprise. In result, workplace spirituality showed positively significant influence on job satisfaction, organizational citizenship behavior equally in both of community enterprises and general companies. Job satisfaction presented positively significant effect on organizational citizenship behavior. And job satisfaction mediated the relationship between workplace spirituality and organizational citizenship behavior. In addition, workplace spirituality of community enterprises showed difference from general companies showed greater coefficient and influence. Although workplace spirituality is important for general companies that pursue profit, it is shown that greater significance was found in community enterprises. Workplace spirituality, which is equivalent to A sense of calling, sense of inner life, sense of empathy, sense of community, and sense of transcendence through community enterprise, needs to be promoted and settled in community enterprises.

• Journal of Families and Better Life
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• v.29 no.4
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• pp.147-160
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• 2011

This purpose of research is to offer basic materials for analyzing organizational structure in an effort to develop a standardized model that considers regional characteristics with the ultimate goal being the establishment of a National Health and Family Support Center. Research methods include aliterature survey data. The research target is 94 centers run by the National Health Family Support Center training. These are assessed in terms of their regional characteristics. The objectives of this paper are as follows: 1. To look at the present National Healthy Family Support Center's yearly conditions investigate the regional characteristics. 2. To analyze the National Healthy Family Support Center's annual organizational managements and operations characteristics. 3. To analyze the National Healthy Family Support Center's regional characteristics (Urban-only-, Urban-Rural Integration, Rural-only-) in terms of its organizational management and operations. First, at the national, county, and ward levels, Health and Family Support Center can have family intervention purpose. Regional Center should be operated to keep pace with custom of different regions. Standardization can also be beneficial, including considerations such as agricultural needs and a type center. Effective center operations should also ensured. Second, standardized development model I had to insert this here because you mention one in the following paragraph. Original did not make sense. I hope this is what you meant.

• The Korean Journal of Community Living Science
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• v.28 no.3
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• pp.447-460
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• 2017

The purpose of this study was to investigate the relationships of early childhood teachers' communication ability, teacher efficacy, and organizational effectiveness of child care centers. The subjects of this study were 397 teachers working at child care centers. The results of this study were as follows. First, differences in the organization effectiveness of child care centers were detected according to teachers' age, career, type of child care center where they were affiliated, and marriage status. Second, the relative effects of the teachers' communication ability and teacher efficacy on the organizational effectiveness of early-childhood educational institutions differed significantly according to each sub-factor; teachers' communication ability's sub-factors - response, analysis, and evaluation - and teacher efficacy's sub-factors - general efficacy and personal efficacy - had partial effects on the organizational effectiveness of child care centers. Of these, personal efficacy had the greatest effects on all sub-factors of organizational effectiveness. This study is significant since it identifies the variables that could affect the organizational effectiveness of child care centers.

• The Korean Journal of Health Service Management
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• v.10 no.1
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• pp.67-77
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• 2016

Objectives : This study was to test the influencing effects of calling, work value, and organizational commitment on turnover intention in hospital nurses. Methods : Two-hundred sixty hospital nurses were recruited in B city, South Korea. They were asked to complete a questionnaire, and 251 data sets were included in the multiple regression analysis. Results : Subjects had more extrinsic work value rather than intrinsic and a low calling level. There were significant correlations among transcendent summons, purpose/meaningfulness, pro-social intentions, intrinsic work value, and organizational commitment. Influencing factors of turnover intention were purpose/meaningfulness (t=-2.170, p=.031) and organizational commitment (t=-7.824, p<.001). The model was statistically significant explaining 27.8% of the variance (F=47.550, p<.001). Conclusions : Nurses showed a weak sense of calling and their work value leaned towards the extrinsic domain. Therefore, nurse managers should support a plan that enhances the calling and intrinsic work value of nurses to get them to commit to their organization and subsequently, reduce the turnover rate.