• 간호행정학회지
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• 제8권1호
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• pp.137-150
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• 2002

Today, environments of healthcare and hospital organizations are changing very rapidly. In response to these rapid and uncontrollable changes, organizational members should be required to be empowered, because empowerment makes feelings of powerlessness and frustration reduce and leads to work performance such as Job satisfaction and Organizational commitment. The term 'Empowerment' is frequently used in recent, but there is a lack of study. In nursing administration, studies are also few. Empowerment is defined here as a cognitive, continuous and active process which empower intrinsic work motivation to members. This study takes empowerment as a construct composed of four factors-meaning, competence, self-determination, impact. 1. The purpose is to analyze the relationship of empowerment with job - satisfaction and organizational commitment perceived by nurses. 2. The method : Data were collected from 334 nurses in 2-hospital and gathered during the period 20days from September 11 to September 30, 2000 and ANOVA, Pearson's correlaton etc are conducted for this study. 3. The results were as follows: 1) In characteristics of subjects, age and the period of duty were significantly different in empowerment (p<0.001). Educational background, marriage and motivation to be nurse were different in empowerment(p<0.05). 2) Empowerment degree perceived by nurses was 55.52. 3) Empowerment was related with job satisfaction (p<0.001) but was not related with organizational commitment. 4. Conclusion : The above result was different from other empowerment studys which empowerment is related with job satisfaction and organizational commitment. The study on empowerment is important in the aspect of strategies for increasement of work performance. For the proper tool in nursing practice, we study empowerment in various aspects and the further studys for the relationship of empowerment with organizational commitment are needed.

• 융합정보논문지
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• 제11권10호
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• pp.115-130
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• 2021

본 연구는 일과 생활의 균형(WLB)과 상사신뢰, 직장행복감, 조직몰입 간의 전체적인 구조적 관계를 연구하는 것이다. WLB와 상사신뢰는 직장행복감에 어떠한 영향을 미치며, 직장행복감은 조직몰입에 어떠한 영향을 미치는가 그리고 직장행복감의 매개효과를 연구하는 것이다. 대기업 및 중소기업에 근무하는 직장 재직자들을 대상으로 설문자료를 수집하였으며, 연구항목의 타당성과 신뢰성을 확인하고 경로분석 방식으로 연구가설을 검정하였다. 연구가설의 검정결과 WLB와 상사신뢰는 직장행복감에 정(+)의 영향을 미치며, 직장행복감은 조직몰입에 정(+)의 영향을 미친다. 또한 직장행복감은 WLB와 상사신뢰, 조직몰입 사이를 부분매개하는 것으로 나타났다. 가설검정 결과를 토대로 WLB와 상사신뢰의 수준이 높을수록 직장행복감은 높아지며, 직장행복감이 제고될수록 조직몰입의 수준 역시 높다는 것을 확인하였다. 이러한 연구결과를 토대로 우리나라 기업 구성원들의 직장행복감과 조직몰입을 달성하기 위한 방안을 제시하였다.

• 한국병원경영학회지
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• 제8권3호
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• pp.72-91
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• 2003

The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.

• 대한물리치료과학회지
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• 제7권2호
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• pp.503-512
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• 2000

This study was carried out to find out factors affecting on organizational commitment of hospital physical therapists in Korea. The sample used in this study consisted of 135 physical therapists who were working in hospitals located in Seoul. The data for analysis were collected by questionnaire survey. The major statistical methods used for the analysis were factor analysis and multiple regression analysis. The dependent variable of the study was organizational commitment (responsibility of organization and propensity to stay), and the independent variables were general characteristic of respondents and components of job satisfaction - "task", "organizational operation system", "opportunity of development", "interpersonal relationship" - of hospital physical therapists. Important factors affecting the responsibility of organizational commitment were religion, work period, task satisfaction, opportunity of development. And propensity to stay was significantly affected by religion, work period, and four components of job satisfaction. In considering above findings, for improving factors affecting on organizational commitment of physical therapists, hospitals need to develop strategies for enhancing job satisfaction by providing the adequate job environment.

• 한국보육지원학회지
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• 제18권5호
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• pp.19-31
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• 2022

Objective: The purpose of this study is to examine the difference between teachers' traumatic experience and teachers' organizational commitment while considering individual differences of the childcare teachers and to investigate the effect of childcare teachers' traumatic experience on organizational commitment. Methods: This study used an online survey and collected data from 235 respondents. Then the data were analyzed by using a one-way ANOVA test, Scheffe post-hoc analysis, and hierarchical regression analysis. Results: First, this study found that there was a statistically significant difference between the traumatic experience of childcare teachers and teachers' organizational commitment depending on the age and career stage of the childcare teachers. Second, the childcare experience of childcare teachers showed a positive correlation with experience, and the traumatic experience showed a negative correlation with the organizational commitment. Third, childcare teachers' traumatic experience had a negative effect on normative and continuous immersion, respectively. Conclusion/Implications: This study contributes to the literature by recognizing the events that occurred in the process of childcare and identified the cause of the decrease in childcare teachers' motivation to work. It also suggests the need for continuous research on traumatic events that childcare teachers' experience during work in order to protect the rights and interests of childcare teachers.

• 한국콘텐츠학회논문지
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• 제18권5호
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• pp.175-190
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• 2018

본 연구는 임상시험코디네이터 간호사의 근무환경, 직무만족, 조직몰입이 이직의도에 미치는 영향을 확인하고자 한 서술적 조사연구이다. 연구 결과 조직몰입이 임상시험코디네이터 간호사의 이직의도에 유의한 영향을 미치는 요인임이 파악되었다. 반면 근무환경, 직무만족이 임상시험코디네이터 간호사의 이직의도에 미치는 영향은 통계적으로 유의하지 않았다. 본 연구의 결과를 토대로 다음과 같은 주요 논의점을 도출하였다. 조직몰입을 높이기 위해서는 병원 운영 및 행정에 대한 참여 기회 증가, 소속감 향상을 위한 소속기관 확립과 같은 제도적인 개선이 필요하다. 또한 각 병원마다 자체적으로 근무환경 향상을 위한 복지 및 임금체계 기준 마련이 필요하다. 실제 연구 수행자이면서 동시에 연구 지원자인 임상시험코디네이터 간호사의 조직몰입이 간과된다면, 임상시험의 성과와 질은 저하될 수밖에 없을 것이다. 따라서 고용형태를 계약직에서 보다 안정적인 고용형태로 전환하여 업무 지속성과 조직에 대한 헌신도를 높여 임상시험 전 과정에 있어 중추적인 역할을 수행할 수 있도록 개선해 나가야 할 것이다.

• Safety and Health at Work
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• 제7권4호
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• pp.340-346
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• 2016

Background: safety and healthy working environment has received numerous research attention over the years. Majority of these researches seem to have been conducted in the construction industry, with little attention in the health sector. Nonetheless, there are couple of studies conducted in Africa that suggest pressure in hospitals. Therefore the aim of the study was to examine how pressure influence safety behavior in the hospitals. With reference to the relevance of safety behavior in primary health care delivery, there was the need for the study. Method: Data was obtained from 422 public hospital employees. Respondents were assured that all information would be kept confidential to increase the response rate and acquire more accurate information. Collection of questionnaires from participants took four weeks (20 working days), after which the data was analyzed. Results: The result of the study showed that work pressure correlated negatively with safety behavior. General safety climate significantly correlated positively with safety behavior and negatively with work pressure, although the effect size for the latter was smaller. Hierarchical regression analysis showed management commitment to safety to moderate the relationship between work pressure and safety behavior. Conclusion: When employees perceive safety communication, safety systems and training to be positive, they seem to comply with safety rules and procedures than voluntarily participate in safety activities.

• 공학교육연구
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• 제27권1호
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• pp.32-40
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• 2024

This study attempted to develop an efficient management plan that allows both workers and organizations to coexist by analyzing the factors that influence the level of organizational immersion of engineering students. Analysis methods included frequency analysis, t-test, pearson correlation analysis, and hierarchical analysis. Firstly, self-esteem and transfer of learning were influential factors on organizational commitment. Second, self-esteem and transfer of learning were influencing factors of self-efficacy. Third, self-efficacy was an influential factor in organizational commitment. Fourth, self-efficacy appeared as a mediating effect on self-esteem and organizational immersion in learning transfer. Therefore, it is necessary to look for various factors that can increase self-efficacy, and to find opportunities for students to be highly immersed in the organization while studying at the same time.

• 간호행정학회지
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• 제21권2호
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• pp.203-211
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• 2015

Purpose: This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea. Methods: Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows. Results: There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (${\beta}=-.69$, p<.001). This factor accounted for 47.8% of the variance in turnover intention. Conclusion: The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.

• 한국식생활문화학회지
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• 제18권2호
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• pp.75-88
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• 2003

The objective of this study was to investigate the effects of personal and job characteristics on the organizational commitment and job satisfaction of dietitians employed in different foodservice settings. The subjects were dietitians(n=830) employed by schools, hospitals, and industries in Daegu Gyeongbuk area. A questionnaire was used to determine personal and job characteristics, commitment and satisfaction. Organizational commitment scores were the highest for hospital dietitians, and the lowest for industry dietitians (p<0.05). Industry dietitians felt significantly less loyal to their organizations than did the other dietitians(p<0.05). School and hospital dietitians were significantly more likely to say they cared about the fate of their organizations and thought their organizations were the best to work for. Age, education, length of employment, and wages were positively associated with hospital dietitians' commitment(p<0.05). For all dietitians, the fewer the work hours, the higher the commitment(p<0.05). When asked to rate their satisfaction with various aspects of their jobs, dietitians expressed the most satisfaction with co-workers, and the least satisfaction with promotion opportunities. School dietitians were significantly less satisfied with pay and promotion than were the other dietitians. Organizational commitment was associated with wages(0.05), autonomy(0.08), feedback(0.16), dealings with others(0.07), and task identity(0.09). Job satisfaction was affected by educational level(-0.13), wages(0.10), autonomy(0.18), friendship opportunities(0.14), feedback(0.16), task identity(-0.11) and organizational commitment(0.40) (Lisrel program).