• The Korean Journal of Health Service Management
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• v.11 no.4
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• pp.1-15
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• 2017

Objectives : This study aimed to investigate the mediating effect of psychological empowerment on the relationship of middle managers' authentic leadership with the staff's organizational commitment and job satisfaction at the Local Medical Center. Methods : The data were collected from 273 staff from the four Local Medical Centers in Chungnam Province using self-administered questionnaires. The data were analyzed using t-test, ANOVA, and hierarchical multiple regression with the SPSS 23.0 program. Mediation analysis was performed according to the Sobel test. Results : Middle managers' authentic leadership had a significant positive effect on the job satisfaction and psychological empowerment of staff. Additionally, psychological empowerment showed mediating effects in the relationships among authentic leadership and organizational commitment and job satisfaction. Conclusions : To promote staff's organizational commitment and job satisfaction, it is necessary to build effective strategies to develop middle managers' authentic leadership and to promote empowering programs for the staff.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.302-310
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• 2007

Purpose: This study was designed to identify clinical competence and education needs of hospital nurses. Method: A questionnaire was used for data collection which was done form July 1 to July 30, 2005. The respondents were 165 staff nurses in a university hospital. The study instrument were clinical education need scale and Lee(2002)'s clinical competence scale. The data were analyzed using percentages, means, t-test, ANOVA with SPSS-WIN 10.0 program. Result: The results of this study are summarized as follows: The total mean score for clinical competence was 2.57 and education need was 3.30 on a 4 point scale. There was a significant difference in clinical competence according to individual factors of age, marital status, preceptorship experience, present ward, job satisfaction, and total clinical experience. also there was a significant difference in education needs according to preceptorship experience and present ward. Conclusions: Conducting a education needs and clinical competence assessment can provide valuable information that will plan education program and improve staff competence.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.353-366
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• 2003

Purpose: This study was to define the care time of elderly in long-term care facilities and to compare and analysis the care time by staff and facility types. Method: The data were collected from 530 elderly over sixty, residing in two long-term care hospitals for dementia, three long-term care hospitals for the elderly and two skilled nursing facilities. Care time for individual residents was measured the total time spent by nurses, aides. Result: The average care time measured by nursing staff was 158.6 minutes a day. The average care time for one resident by nurse was 40.4 minutes, and by aides, 118.2 minutes. The difference of the care time showed statistical significance between long-term care facility types(p<0.001) : average care time for dementia hospital(199.1min) was twice as long as that of skilled nursing facility(94.1min). Conclusion: The results of the study showed that the care time differentiates care time provided to elderly in long-term care facilities in Korea. The study suggests the need to emphasize the importance of standardization of level of staff and service programs by the long-term facilities.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.4
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• pp.459-472
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• 2004

This study was designed to investigate perception of job rotation and an organizational commitment of staff nurses working at K hospital and find the way of increasing an organizational commitment for the groundwork for efficient changes in the nursing staff. Data were collected from Aug. 20 to Aug. 28, 2004 through self reporting questionnaires taken by 318 nurses working at a hospital. The three structured instruments were used for collecting the data; Questionnaires for measuring the perception of job rotation, Questionnaires for measuring the utility and the problem of job rotation, and Mowday's Organizational Commitment Questionnaires. The Results were as follows : 1. 66.0% of 318 staff nurses approved of regular job rotation; 34.0% of them disapproved 34.3% of them wanted to get transferred to another department; 65.7% of them didn't. 2. Of general characteristics, age(F=17.469, P=.000), marital status(F=-2.781, P=.006), religion(F=5.688, P=.001), education level(F=8.816, P=.000), position(F=15.591, P=.000), a total clinical career(F=11.606 p=.000) and field in practice(F=4.206, P=.000) were significantly related to an organizational commitment. 3. There is relatively positive correlation between the perception of job rotation and an organizational commitment. In conclusion, the utility of on the job rotation and organizational commitment showed the positive correlation.

• Journal of Digital Convergence
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• v.19 no.7
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• pp.263-269
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• 2021

It is necessary to investigate the relationship between ego-resiliency, organizational loyalty, organizational commitment, and emotional intelligence of hospital administrative staff and the effect of these factors on emotional intelligence. Therefore, this study investigated the relationship between these factors and emotional intelligence and identified the convergence effect on emotional intelligence in hospital administrative staff. The subjects of the survey were randomly selected 212 administration staffs at 19 hospitals selected from the J area. The data collection was conducted for about a month from May 1 to 31, 2019. The form of the questionnaire used structured anonymous self-administered responses. Emotional intelligence showed a positive correlation between ego-resiliency, organizational loyalty, and organizational commitment. According to the analysis, efforts to enhance ego-resiliency, organizational loyalty, and organizational commitment are needed to increase the emotional intelligence of hospital administration staffs. The findings may be used as basic materials for hospital job management and industrial health education that will raise the emotional intelligence of hospital administration staffs. Future research needs to investigate additional factors related to emotional intelligence and various emotional factors of hospital administrative staff.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.183-187
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• 2019

The paper aims to provide some recommendations to improve the operational capacity of the Tra Vinh Provincial Center of Public Administrative Services and to improve the effectiveness and efficiency of management in the State administrative agencies. The study on people's satisfaction towards public services of Tra Vinh Provincial Center of Public Administrative Services was conducted by collecting primary data of 300 people who used public services provided by this Center from September 2018 to November 2018. By using the multivariate regression method, the author found that there were a number of factors affecting people's satisfaction towards public services at the Center, including procedures, service fee, and attitudes of the staff, empathy, staff capacity, and trust. These factors had an impact on people's satisfaction towards public administrative services performed by staff officers from Tra Vinh Provincial Center of Public Administrative Services. Since then, the study has proposed policy implications to improve people's satisfaction on service quality at the Center such as: Develop a flexible charge mechanism of public services; Enhance the sense of responsibility of staff officers; Pay attention to improving administrative procedures; Establish trustworthiness to people; Pay attention to professional improvement; and Build up a friendly and respectful team of staff.

• International conference on construction engineering and project management
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• 2015.10a
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• pp.454-458
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• 2015

A number of practices for sharing knowledge has been recommended in the literature. These practices, however, are considered to be applicable, universally. This assumption is challenged by this paper which empirically explores the relationship between national culture and knowledge sharing practices in the context of procuring educational buildings in Saudi Arabia. The paper reports on a research study with the aim to identify whether national culture dimensions could be significant variables that impact upon staff preferences in relation to project knowledge sharing practices. The paper critically reviews the literature to identify appropriate measures for knowledge sharing practices. It explores the means by which public sectors professional exchange project knowledge; evaluates policies and level of technical support needed to facilitate knowledge sharing, then proceeds to how employees perceive the benefits they will gain by practicing project knowledge sharing, and their role in this process. The paper tests the relationships among the research constructs based on data collected from 115 project managers responsible for the procurement of educational buildings in Saudi Arabia. The paper provides empirical evidence that the national culture has a significant influence on staff preferences. In light of the research findings the paper concludes with practical recommendations for project knowledge sharing practices that are in line with staff preferences and their cultural orientation. The recommendations should facilitate a more effective application of knowledge sharing practices.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.117-128
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• 2012

This study purports to investigate the difference between upward and downward feedback and to find out the strategy to enhance the validity and reliability of the multi-source feedback system. Data were collected from 88 middle-level managers working at divisions of nursing, administration, and clinical technology at a university hospital located in north-eastern part of South Korea. Data about multi-source feedback of the year 2008 and 2009 were obtained from the department of personnel management under the permission of hospital top management. The collected data were analyzed using t-test, and correlation analysis. The major findings of the study were as follows: First, the scores of downward feedback were always higher than those of the upward feedback. Second, the scores of downward feedback were always higher than those of the upward feedback in both nursing and administrative staff, while no significant difference was found in technological staff. Third, the upward and downward feedback scores were significantly different in terms of the evaluation factors. Fourth, there were significant correlations between total scores of downward and upward feedback, and evaluation factor scores. In conclusion, the composition and weight of measurement items of multi-source feedback needs to be designed differently in terms of each job characteristics.

• Health Policy and Management
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• v.20 no.3
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• pp.73-103
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• 2010

This study aims to explore how the transformational leadership (consisting of three factors"charisma, individualized consideration, and intellectual stimulation) and the organizational culture (typified by developmental, rational, consensual, and hierarchical culture) are related to the organizational effectiveness (consisting of job satisfaction, organizational commitment, and intention to leave a job) of dental clinics. We found the following empirical results through a survey of 378 persons who work in dental clinics. Firstly, the respondents acknowledged charismatic leadership as the typical type of leadership ; as for organizational culture, a culture of consensus is recognized as the representative type. Secondly, transformational leadership has different effects according to the type of organizational culture: a positive influence in developmental and rational cultures, but a negative influence in consensual and hierarchical cultures. Thirdly, developmental culture has proven to be the most suitable for increasing job satisfaction and organizational commitment. The developmental, rational, and consensual cultures have all contributed to reducing intention to leave among clinic staff, whereas in the hierarchical culture, intention has been elevated. Fourthly, transformational leadership has a positive effect on the job satisfaction and organizational commitment; the intent to leave has been lessened under individualized consideration and charismatic leadership, but has been increased under leadership of intellectual stimulation. Fifthly, it is consideration and charisma that help to increase organizational effectiveness. These influences will become more effective through a developmental culture. Based on the above empirical results, we propose practical measures to improve the organizational effectiveness of clinics, in particular dental clinics. In order to build developmental culture, the doctor (manager) should produce an atmosphere in the clinic in which staff members are able to create and jointly own ideas and then promote awareness of staff participation. Additionally, in order to bring leadership of charisma and consideration into full play, the doctor should shape a relationship of mutual trust mainly by recognizing and praising the work of clinic staff. Finally, the doctor needs to acknowledge that organizational effectiveness can be significantly improved by increasing the transparency of the business.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.433-443
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• 2014

This study is performed to determine factors related to occupational stress among some hospital administrative staff. It surveyed 189 staff working in Jeonbuk area during the period from June 1st to July 31th, 2014. The structured self-administered questionaires were delivered and they were collected without respondents' personal information. The results of multiple regression analysis show the followings. The occupational stress of respondents turned out to be significantly higher in following groups: a group of female, a group that the type A behavior pattern is higher, a group that chance locus of control is higher, a group that external locus of control is lower, a group of the lower self esteem, a group of higher psycho-social stress, and a group of higher depression. Their explanatory power was 55.8%. In conclusion, the results of the study indicate that the efforts, to manage the type A behavior pattern and belief of control, to increase self esteem, and to decrease psycho-social stress and depression level, are required to reduce the occupational stress of the hospital administrative staff.