• Journal of Engineering Education Research
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• v.27 no.1
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• pp.63-70
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• 2024

The capstone design classes in the College of Engineering are often team project-oriented, and teamwork skills are reported to positively impact problem-solving abilities. While team project courses have various advantages, they also come with challenges such as social loafing and issues related to free riders, which consistently hinder the positive effects of team project courses. To prevent these issues, there is a need to provide a clear evaluation-reward system for team members' contributions. In this study, we examined the reliability of peer evaluation scores for team members' contributions and reviewed methods to incorporate them into team project grades. The review results indicated that peer evaluation scores are deemed to have considerable reliability from a qualitative perspective. However, due to the relatively small team size in team project courses (3 to 6 members per team), using the arithmetic mean of peer evaluation scores is statistically challenging. As a complementary approach, this study proposes limiting the reflection ratio of peer evaluation scores and applying a more macroscopic processing method, not the arithmetic mean, to incorporate peer evaluation scores for team contributions into grades.

• Journal of Korean Society for Quality Management
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• v.46 no.2
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• pp.283-300
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• 2018

Purpose: Since the servant leadership of project managers is seemingly related to the project performance by influencing project team members' positive attitude and behavior, this study attempts to provide empirical evidence for a link between servant leadership and project performance. In addition, the present study investigates the mediating effects of customer satisfaction on the servant leadership-project performance relations. Methods: The data of servant leadership and project performance were collected from 185 project team members of a company providing IT service, and customer satisfaction data were collected from 100 project clients served by the company. Before testing the hypotheses, we calculated aggregation statistics(e.g., $r_{wg}$, ICC(1), and ICC(2)) to ensure appropriate aggregation of servant leadership scores. The statistics confirmed the use of 67 team level servant leadership scores with project performance and customer satisfaction. Results: The results show that servant leadership is significantly related to three project performance measures(perceptions of performance contribution and sales contribution, and actual project profits) in the current team-level sample. Results also indicate that the clients' perception of customer satisfaction shows a mediating effect in the process of servant leadership affecting sales contribution of project performance. Conclusion: The present study empirically confirms that servant leadership plays a major role in enhancing project performance on team level analysis. The results suggest that servant leadership increases customer satisfaction since the project managers serve and care for their team members which translate into effective customer service. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• Knowledge Management Research
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• v.22 no.3
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• pp.129-149
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• 2021

Research on social hierarchy is a growing research topic in the studies of management and organization. Despite the abundance of studies demonstrating the relevance of social hierarchy in teams, little understanding exists for status disagreement among team members, specifically how status disagreement reduces team members' contributions to influence team performance. This conceptual study argues that team status disagreement negatively impacts team performance through reduced team member's knowledge contribution, including reduced team knowledge sharing and increased knowledge hiding. In addition, we propose that team skill differentiation aggravates the negative effect of status disagreement, such that when team skill differentiation is high, teams under high status disagreement are more likely to experience detracted team performance. This research mainly discusses status disagreement and its effect on team knowledge contributions by reviewing previous literature and developing several propositions, suggests theoretical contributions and practical implications, and presents an agenda for future research.

• Korean Journal of Construction Engineering and Management
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• v.15 no.1
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• pp.70-77
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• 2014

Collaborative processes among team members including communication, coordination, and information-handling processes either during pre-construction or project execution are required in order to accomplish the objectives of construction projects. However, current construction management practice does not explicitly take the effect of organizational aspects on project performance into account. This paper introduces a method to understand collaborative processes in an explicit and systematic fashion. An agent-based simulation of collaborative working processes within construction project teams was designed from game theory perspective and implemented. The simulation produced both individual behavior and network dynamics. Individuals represented as agents made efforts to improve performance by communication and coordinating with other members, and overall team network was emerged as a result of interactions among members. Interestingly, it was found that the tendency of forming cohesive subgroups increased when sustaining relations with between-group partners incurs higher cost. The primary contribution of this paper is that it presented an explicit approach to examining collaborative working processes in construction project teams and it extended existing computational organization and network studies by integrating individual behavior models and network models.

• Journal of Digital Convergence
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• v.13 no.7
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• pp.117-124
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• 2015

Recently the concept of authenticity has made an issue on the study of transformational leadership. Without authenticity of leader the effect of leadership nullifies the effectiveness of leadership for the followers. This study examines convergently the effect of transformational leadership on trust, organizational devotion, and team performance with the moderating effect of authenticity focusing 232 hotel team members in Busan using structural equation model. The results are as follows: First, transformational leadership has shown significantly effective toward trust and organizational devotion. Second, trust toward team leader has shown significantly effective toward team performance, while devotion has not shown dignificantly effective. Third, authenticity has shown significantly effective for moderating effect between leadership and trust, but not effective between leadership and devotion. This paper make significant contribution by testing the concept of authenticity.

• The Korean Nurse
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• v.32 no.2
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• pp.51-62
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• 1993

The hospital is not the place for functional isolationalism, that is, for each department to do their own activities independently. Rather it is an organization in which each part is joined together and concentrating on the same objectives. The hospital must maintain a one-system-function, so that all the resources of the hospital may be used efficiently. Although we do not yet completely understand how the nursing image as perceived by the medical team and the other members of the interdisciplinary team affects nursing practice. It is important to identify how the client recognizes the nursing image as this will influence the growth of the nursing profession directly and indirectly. So we must reevaluate the nursing image as presented to the client and find the ways to present them with a better image of nursing. The study procedures were as follow; First, the image of nurses was analyzed. The subjects for this study were 270 nurses, 172 doctors, 237 hospital employees, and 240 patients and their families from 5 local branches of the Yonsei Medical Center. The four negative responses shown in this study are as follows; 1) Nurses don't listen to patients. 2) Nurses are self-centered. 3) Nurses and careless. 4) Nurses are mechanical. Second, the concrete causes of the four negative responses were analyzed. Third, the contribution of the nurses for clinical practice, research and education was analyzed. Data were collected by questionnaires all seps of the research. Data were analyzed by use of SPSS/PC. In conclusion, the image of nurses differed according to which group, the respondents belonged. Generally, the public have a positive image of nurses, but hospital employees have a negative images of nurses. Further the nurses gave themselves a low grade. They showed negative as to the value of their job, professionality and their contribution to clinical practice when it was compared to that of the doctors.

• Proceedings of the Korean Society for Noise and Vibration Engineering Conference
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• 2006.11a
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• pp.694-698
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• 2006

This paper presents an optimal design process using beads on a body panel to improve interior noise of a passenger vehicle. Except modification of structural members, it is difficult to find effective countermeasures that can work for the intermediate frequency range from 100 Hz to 300 Hz which lies between the booming and low medium frequency. In this study, it is a major goal to find additional counter-measures for this intermediate frequency range by performing optimal design of beads on body panels. The proposed method for design optimization consists of 4 sub-steps, that is, a) problem definition, b) cause analysis, c) countermeasure development and d) validation. The objective function is minimization of interior noise level. The major design variables are the geometrical shape of a bead and combination of beads on the critical panels. Sensitivity analysis and optimization are performed according to the predefined process for an optimal design. It is verified that the proposed design decreases the level of noise transfer function above 5 dB.

• Perspectives in Nursing Science
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• v.6 no.1
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• pp.21-37
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• 2009

The purpose of this GWP project was two-fold:(1) to launch an organizational culture improvement for great workplace (2) to improve the perception of nursing personnel on communication and team work in a surgical nursing department of a teaching hospital in Seoul. Using one group pretest-posttest design, nursing personnel's perception on organizational culture related to communication and team work was evaluated. A 10-item, 5-point scale (1.5) survey was administered to 209 nursing personnel in January 2009 and again to 191 nursing personnel in October 2009. From January 2009, AMANNA team has taken activities focused on trust, pride, and fun. AMANNA is an abbreviation of Korean language, which means wonderful meeting and sharing in English. Monthly activities are as follows: choral concerts by nurse managers, welcome and farewell events, praising members for their services, explaining current circumstances, etc. Special activities are as follows: a New Year's greeting party, a spring picnic, beauty classes, a lecture on drug administration, cultural lectures using videos, and presentations of academic posters and another activity. The reliability of measurement was Cronbach's ${\alpha}$: 0.917(pretest), 0.954(posttest). Most nursing personnel's perception on organizational culture was improved (pretest mean=3.50 and posttest mean=3.78, p<.001). "A sense of belonging" showed the greatest improvement among the 10 items(3.18 vs. 3.56, p<.001). "Trust each other" showed the highest score (mean=3.98) in posttest. Frequency of participation and satisfaction showed a significant relationship(r=0.179, p=.021). We believe that this project has made a contribution towards a positive organizational culture. The keys to this initiative's preliminary success have been the leadership support and flexibility in implementing the interventions tailored to the hospital.

• Journal of the Korea Safety Management & Science
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• v.14 no.2
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• pp.193-204
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• 2012

This paper deals with an empirical analysis of the structural relationship among the factors such as quality management activities, organizational learning and firm performance of manufacturing corporations. The findings of the analysis are expected to make lots of contribution to manufacturing corporations establishing strategies for quality management activities and organizational learning. From the analysis, following conclusions and suggestions could be drawn: First, an analysis of the relationship between quality management activities and organizational learning showed that most activities of quality management turned out to exercise great influence upon the factors of organizational learning. This means that the activities of quality management will prompt the members of an organization to actively engage in learning activities individually, by team and organizationally, motivating them to spread such activities across the whole organization, leading ultimately to fundamental renovation of the very organization. Second, from an analysis of the relationship between organizational learning and firm performance, that is, financial and non-financial performances of a company, it was found that most factors of organizational learning have tremendous impact upon financial and non-financial performances of the company. Such result implies that decision and management of the things to be performed in the process of organizational performances are essential to determining firm performance because firm performance depend largely on the outcomes of organizational learning.

• Journal of Korean society of Dental Hygiene
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• v.22 no.5
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• pp.451-459
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• 2022

Objectives: This study aimed to provide useful basic data for improving the quality of problem-based learning (PBL) to improve integrated thinking and problem-solving skills in clinical dental hygiene through in-depth exploration of the experiences of dental hygiene students trained in PBL modules. Methods: A total of nine participants were selected based on the grade distribution of clinical dental hygiene. Three participants each were from the upper, middle, and lower groups. A focus group interview (FGI) was conducted using a developed questionnaire. All contents of the recorded FGI were used to draw the main results while maintaining the core contents Results: The themes derived through the FGI were confirmed by 'advantages of PBL', 'competencies developed through PBL', 'teamwork experienced in PBL', 'required competencies for PBL team activities', 'differences in contribution among team members', 'satisfaction with PBL', 'improvements to PBL', and 'trial and error experienced in PBL'. Conclusions: The PBL was a useful for improving the integrated thinking and problem-solving skills of dental hygiene students. Moreover, this study provides useful basic data for the qualitative improvement of the PBL.