• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.389-413
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• 2005

The OCB(organizational citizenship behavior), spontaneous extra-role behavior of social workers, plays very important role in the provision of qualitative service for the clients and the organizational performance of social welfare agencies. Starting from the importance of OCB for the effective organizational management, this study focuses on the effects of antecedents such as organizational justice(procedural and distributional) and trust in supervisor on the OCB. This study collected data from 360 social workers and 59 their supervisors working in the community welfare centers, paired the self-reported data and the supervisor-rated data, and analyzed the data through the SEM (Structural Equation Modeling) method. The findings of the study show that organizational justice(procedural and distributional) has no direct effect on the OCB, but indirect effect on the OCB through the mediator of trust in supervisor, and that procedural justice has more effect than distributional justice. This study suggests that the management of spontaneous behavior of social workers is not a separated fragmentary phenomenon but should be understood and managed comprehensively in the continuation of the perception of organizational members for the organizational management, the resulting affectivity toward their supervisor, and their behavior in the organizational life.

• Korean Journal of Social Welfare
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• v.35
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• pp.399-426
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• 1998

This article describers the field testing of the task-centered case management model for practice with the elderly clients in the community. Six social workers in three community center applied task centered. model to 12 elderly in community. The model tested in the field trial led to positive results. The results of task completion and problem change indicate that including elderly clients in all steps from identifying problems to suggesting and implementing tasks are important. Target problems and tasks which clients indicate gained high accomplishment. Task-centered interventions provided an intensive period of service that helped clients work on immediate problems. Moreover, they helped clients actively participate in decision making processes and in problem solving activities. Although the task centered approach is a short tenn intervention, the analysis of the field trial suggests that it can be integrated with an approach that is a long tenn in nature through re contract for different problems or unresolved problems. Several suggestion can be made to apply task-centered model for elderly in Korea. First, since one social worker handles over 60 cases, this approach can be used more effectively for new case or the elderly who needs intensive help. Second, preparing and sharing contract with client should be encouraged to help both client and social workers. Also until the social workers are familiar with this approach, there should be an intensive supervision to monitor their activities. Third, it is important to make task planner for Social workers who is working with elderly in community. Task planner is the guide line books to show steps to solve similar problems. Fourth, more efforts should be made to make resource directory in the community as well as in Korea. Fifth, case managers who handle family problems and other personal conflicts should be more trained to be confident to deal with these problems.

• Journal of the Korea Convergence Society
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• v.11 no.12
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• pp.353-362
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• 2020

The purpose of this study was to analyze the Gap Between Knowing the importance of and the Actual Implementation of family-centered practices of social workers at local social welfare centers in Gyeonggi-do, and to explore strategies at the institutional level to improve these differences. To this end, a survey was conducted on 232 social workers at 54 community welfare centers in Gyeonggi-do, and the t-test and IPA analysis techniques were used. As a result of the study, first, the importance of family-centered practice of social workers at community welfare centers is highly recognized, but the current performance is low. Second, as a result of verifying the difference in importance-performance regarding family-centered practice, it was found that there were statistically significant differences in all of the 6 sub-factor areas and 18 detailed items of family-centered practice. Third, as a result of IPA analysis of the importance-performance of family-centered practice, at keep up good work(family decision making, comprehensive service), at possible overkill(family focus) was derived, at low priority(family strength, individualization), at concentrate here(cooperation with family) were for each sub-factor. Based on these results, an institutional strategic plan to improve the difference between the importance and performance of family-centered practice was suggested.

• Knowledge Management Research
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• v.16 no.1
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• pp.143-170
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• 2015

In the rapidly changing business environment, companies are introducing information technology to effectively manage internal resources in order to achieve a sustainable competitive advantage. We presented the Enterprise Social Network Service(SNS) as new information technology. Enterprise SNS provided employers with sociable functions like Facebook while supporting general task such as mail, authorization and notice. In this research, we focused on Enterprise SNS and suggested self-disclosure, enjoyment in helping others, perceived organizational support, generativity capacity as antecedent variables of Enterprise SNS usage. In addition, we verified the effect of the mediating role of generativity capacity between Enterprise SNS usage and job performance. For empirically verifying the proposed model, we collected sample data from 225 workers using Enterprise SNS and conducted analysis using a structural equation modeling. We expect that this study provides managers who are interested in introducing enterprise SNS with insights on how to facilitate enterprise SNS usage. Also, this study suggests useful theoretical implications to researchers who are interested in the use of enterprise SNS from the context of knowledge management.

• Journal of Families and Better Life
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• v.28 no.6
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• pp.221-234
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• 2010

This study reviews domestic violence characteristics, violence factors, and violence solving from survey reports, to find ideas that support shelter or counseling centers. The research method is a literal review and interview. The results were as follows : First, immigrant women experienced emotional, physical, sexual and economic violence. Domestic violence factors were individual characteristics of korea husbands, culture gaps, communication problems and attitudes of mother-in-laws. Second, coping attitudes for immigrant women were passiveness and overt patience of violence situations. Third, professional social workers or counselors were lacking. There was no network link between related service agencies; in addition. Service content was limited, was a lack support for independence.

• Journal of the Korea Society of Computer and Information
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• v.19 no.4
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• pp.123-130
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• 2014

This study is to review the standpoints for person and organization fit and suggest integrated standpoint, and identify causal relationships between P-O fit and client service satisfaction and test differences of casual relationships between job types through moderating effects of job types in the relationships among variables, and suggest some implications based on the analytical results. For this study, sampling was conducted for social welfare workers. In this study, analytical results showed that P-O fit influences client's service satisfaction through job attitude. This study suggested some implications on the base of analytical results.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.197-211
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• 2018

This is an exploratory study on the status of the social work field practicum at a cyber university. The purpose is to investigate the current situation and improvement plan of the social work field practicum. A qualitative analysis was conducted with 11 professors who have instructed the social work field practicum at cyber universities. The social work field practicum based on the experiences of the professors is investigated, and this paper analyzes the status according to students, schools, practitioners, and institutions. In order to improve the quality of the social work field practicum, factors for improvement were analyzed through the efforts of students, schools, the Korean social workers' association, institutional improvements, and social welfare instructors. The results of the study are as follows. Students, schools, and training organizations should recognize the importance of the social work field practicum and must strive for systematic and consistent education. It is also important to remember that a social worker is not a professional with simple qualifications, but an expert with a philosophy, values, and ideologies. The direction for improvement in the social work field practicum is as follows. When constructing a social welfare curriculum, the school should have a realistic curriculum and teaching method that can enhance the sense of the field. The student should not be qualified as a social worker only as a vague investment for the future, but should have the professional ability to serve clients as a social worker and to give professional help to clients, considering the best welfare service for human beings. Institutions should provide a place for students to integrate theory and practice in vital social welfare experiences as social workers. The Republic of Korea is now facing an age with one million social workers. In order to open the future of social welfare in Korea, we need united endeavors with government that can develop students as pre-social workers and establish universities, institutions, and their systems for a substantial social work field practicum.

• Journal of the Korea Society of Computer and Information
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• v.27 no.4
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• pp.137-143
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• 2022

Single The purpose of this study was to present theoretical and policy discussions and their implications for the relationship between the variables by reviewing the results of previous studies related to resilience, job burnout, and job enthusiasm so far, reflecting the lack of previous studies on life support workers. For this purpose, the level of perception of life support workers performing care services for the elderly was analyzed. As a result of the analysis, it was found that the resilience of life support workers affects job burnout and job enthusiasm, and job enthusiasm affects job burnout. In addition, job enthusiasm was found to have a mediating effect in the relationship between resilience and job burnout. Reflecting the results of this analysis, the necessity of management for resilience, job enthusiasm, and job burnout of life support workers was emphasized, and the limitations of the study and future research tasks were also presented.

• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.561-572
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• 2018

Female tollgate workers are known to be the most highly exposed to job stress in the service industry. However, there have been few studies on female tollgate workers. This study was thus performed to verify the mediator effect of work-family conflicts in the relationship between job stress and turnover intention of female tollgate workers. A survey was carried out in May, 2016, and the final data were obtained from 183 female tollgate workers by quota sampling. The major result was that their job stress significantly influenced on turnover intention, and work-family conflicts between the two variables were partially mediated. On the basis of the outcomes, first, further studies are needed to develop customized supporting programs for the female tollgate workers; second, internal efforts, such as psychological and social support programs such as Employee Assistance Programs (EAPs), should be launched for the workers at the enterprise level; third, national attention must be paid to improve the work environments of female tollgate workers.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.4
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• pp.215-225
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• 2016

There is growing attention towards the performance of non-profit organizations (NPO) as cases of moral hazard have emerged as social issues and the public becomes interested in the accountability of NPOs. Social welfare is among the representative service areas of NPOs, and it is regarded as a human service because it is delivered by people. Therefore, human capital-measured by criteria such as levels of organizational commitment-significantly affects the performance of social welfare organizations. However, these organizations have a high turnover rate due to inadequate working environments, heavy workloads, intensive work, and poor remuneration. Against this background, we surveyed social welfare organizations located in Busan and examined how workers' organizational commitment affects their turnover intention and the performance of the organization. For data analysis, SPSS WIN 18.0 was used, and variable-specific frequency analysis and technical statistics were used to identify general properties. A Pearson correlation analysis and a multiple regression analysis were conducted to investigate correlations and causal relationships among main variables. The results showed that the social workers' level of organizational commitment was 3.36 for normative commitment, 3.07 for continuance commitment, and 2.75 for affective commitment. The level of normative commitment was slightly higher than moderate, continuance commitment was close to moderate, and affective commitment was lower than moderate. The surveyed social workers' turnover intention was 2.71, and organizational performance was 2.79; both of those results were slightly lower than moderate. It was observed that affective commitment, marital status, workload, and age affected social workers' turnover intention. Their affective commitment, gender, and age affected the organization's performance. These results suggest that, for launching or operating an NPO, it is important to manage human capital effectively, particularly their affective commitment, to lower workers' turnover intention and improve organizational performance.