• Proceedings of the KIEE Conference
• /
• 1982.07a
• /
• pp.162-163
• /
• 1982

• Journal of Korean Academy of Nursing Administration
• /
• v.22 no.2
• /
• pp.148-157
• /
• 2016

Purpose: This study was designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses. Methods: Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffe. test, Pearson Correlation, and Multiple Regression. Results: The most influential factor for organizational commitment was super-leadership (${\beta}=.28$, p<.001), followed by education ${\beta}=.16$, p=.007), the number of unit nurses (${\beta}=.18$, p=.003), self-leadership (${\beta}=.17$, p=.008), and the number of patients being under 10 (${\beta}=.12$, p=.046). These factors accounted for 23% of the variance in organizational commitment (F=13.46, p<.001). Conclusion: The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse' self-leadership through nursing managers' super-leadership.

• Journal of Korean Clinical Nursing Research
• /
• v.17 no.2
• /
• pp.215-227
• /
• 2011

Purpose: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in emergency department nurses. Methods: Research participants were 513 nurses who worked in the emergency department of 17 tertiary centers and 28 secondary hospitals. Data collection for this descriptive correlational study was done from May to July 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SAS 9.2 program. Results: There were statistically significant differences in organizational commitment according to age, religion, total clinical experience, emergency department experience, current position, frequency of night shift, average sleep hours, wage level, numbers of beds in unit, and reason for working. A positive correlation was found between job stress and fatigue, and between job satisfaction and commitment to organization for the emergency department nurses and a negative correlation between job stress and Job satisfaction, and fatigue and Job satisfaction. Conclusion: Results of this research indicate that job stress in emergency department nurses was the principal variable affecting job satisfaction and commitment to organization along with fatigue. Appropriate stress management strategies based on identification of job stress for these nurses should lead to development of improved management of nursing manpower and a reduction in stress.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.17 no.3
• /
• pp.489-498
• /
• 2016

This study examined the effects of internal marketing and customer orientation on the organizational commitment of nurses in specialized hospitals. This research was conducted from May 1 to 30, 2015 and involved 149 nurses at 5 specialized hospitals in Busan, The collected data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe's test, Pearson correlation coefficients, stepwise multiple regression by the SPSS WIN 18.0 program. As a result, there were significant differences in the organizational commitment according to age, marital status, education, clinical experience, position, work shift, working unit, number of beds, and experience of participation for employee satisfaction survey. Organizational commitment was positively related to the internal marketing. In addition, there was a positive correlation between the organizational commitment and customer orientation. Meaningful variables that influenced the organizational commitment were internal marketing, working unit, education, and position. The total explanation power was 58.5% and the internal marketing was the most influential factor. In conclusion, to enhance the organizational commitment of nurses working in specialized hospitals, educational opportunities need to be provided to increase the professionalism of nurses, and efforts will be needed to improve the working environment and develop internal marketing strategies, such as regular satisfaction surveys.

• Journal of Korean Academy of Nursing Administration
• /
• v.5 no.1
• /
• pp.5-21
• /
• 1999

Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and interaction nurses in the same setting. This study was performed based on the assumption of existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday's Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SPSS program. The results were as follows : The meta-culture of the nursing organization culture was the people stable culture. There were significant differences in people development culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dominant in operating room. Other units except emergency room and operating room had high scores in people stable culture than other culture types, but revealed different distribution. There were significant differences of the nursing organizational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization. Nurses's organizational commitments were sign ificantly different among the units. The score per ceived by nurses who work in emergency room, operating room and leu was higher commitment score than that of medical/surgical nursing units Nurse's commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital. Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture. In conclusion, there were many different subcultures in nursing organization. In subculture, the organizational commitment was different. Therefore, the change of nursing organization culture or nursing unit culture needs to be considered to hire, give orientation, teach. and reallocate nurses efficiently. Research on nursing organization culture using both qualitative and quantitative method needs to be further considered. Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit effectively, needs to be developed.

• KDI Journal of Economic Policy
• /
• v.34 no.2
• /
• pp.17-40
• /
• 2012

We study externality costs of capital investment under limited commitment. We solve for the constrained efficient allocation with a limited commitment environment and find positive externality costs of capital investment provided that full-risk-sharing is not feasible. In a decentralized version of limited commitment environment, a one unit increase of capital investment by an agent increases all individuals' autarky values in the economy and generates externality costs in the economy. This externality cost provides a rationale for positive capital taxation even in the absence of government expenditure. In order to internalize this costs, the government use a positive rate of linear capital tax in the decentralized economy.

• Proceedings of the KIEE Conference
• /
• 1991.07a
• /
• pp.333-336
• /
• 1991

In this paper, Hopfield & Tank model-like artificial neural network structure is proposed, which can be used for the optimal path planning problems such as the unit commitment problems or the maintenance scheduling problems which have been solved by the dynamic programming method or the branch and bound method. To construct the structure of the neural network, an energy function is defined, of which the global minimum means the optimal path of the problem. To avoid falling into one of the local minima during the optimization process, the simulated annealing method is applied via making the slope of the sigmoid transfer functions steeper gradually while the process progresses. As a result, computer(IBM 386-AT 34MHz) simulations can finish the optimal unit commitment problem with 10 power units and 24 hour periods (1 hour factor) in 5 minites. Furthermore, if the full parallel neural network hardware is contructed, the optimization time will be reduced remarkably.

• KIEE International Transactions on Power Engineering
• /
• v.5A no.4
• /
• pp.311-321
• /
• 2005

A competitive generating company (GENCO) could maximize its payoff by optimizing its generation assets. This paper considers the GENCO's arbitrage problem using price-based unit commitment (PBUC). The GENCO could consider arbitrage opportunities in purchases from qualifying facilities (QFs) as well as simultaneous trades with spots markets for energy, ancillary services, emission, and fuel. Given forecasted hourly market prices for each market, the GENCO's generating asset arbitrage problem is formulated as a mixed integer program (MIP) and solved by a branch-and-cut algorithm. A GENCO with 54 thermal and 12 combined-cycle units is considered for analyzing the proposed formulation. The proposed case studies illustrate the significance of simultaneous arbitrage by applying PBUC to multi-commodity markets.

• Proceedings of the KIEE Conference
• /
• 2006.07a
• /
• pp.416-417
• /
• 2006

The recent movement to deregulated and competitive electricity market requires new concepts against existing central dispatch in the system operation and planning. As power systems tend to be operated more closely to their ultimate ratings, the role of SCOPF(Security Constrained Optimal Power Flow) is changed. This paper deals with the proper Unit Commitment condition changed according to the conditions or configuration of power system. This goal of is paper is to obtain proper security and Optimal UC condition through the efficient usage of the sensitivity Factor against critical contingencies. The proposed mechanism has been tested on a sample system and results show more secure conditions against critical contingencies.

• The Transactions of the Korean Institute of Electrical Engineers A
• /
• v.51 no.12
• /
• pp.603-610
• /
• 2002

In this paper, a new economic dispatch algorithm for unit commitment is proposed to improve both the accuracy of the final solution and the calculation speed of economic dispatch. By using the inverse incremental cost functions, economic dispatch can be transformed into a simple optimization problem associated with an n-th order polynomial equation. The proposed method remarkably reduces the computation time with adaptability to any higher order generation cost functions. The proposed method is tested with sample system, which shows that the proposed algorithm yields more accurate and economical generation scheduling results with high computation speed.