• Korean Journal of Health Education and Promotion
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• v.31 no.1
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• pp.57-70
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• 2014

Objectives: The purpose of this study was to build a conceptual framework of bullying in nursing workplace. Methods: A comprehensive literature review was conducted to identify concepts in relation to bullying in nursing workplace by searching research articles published between 1995 and 2013. In-depth interviews were performed with 14 nurses who experienced bullying at work. The Hybrid Model was applied for concept analysis which led to identify attributes of bullying in nursing workplace. Results: The antecedents of bullying in nursing workplace were offenders, victims, and administrators. They create negative effects on organizational culture and imbalance of power between authority and subordinate workers in the organization. Bullying in nursing workplace that occurred in the forms of inefficient organizational culture, imbalance of power, and the vulnerability of individual or individuals and groups of individuals formed an unstable dynamic. It is expressed as verbal and nonverbal bullying, work-related bullying, and external threats. Consequently, workplace bullying causes physical and psychological withdrawal and increased negative energy in an organization. Conclusions: Workplace bullying consisted of verbal abuse, alienation, unreasonable work processes, restriction on work-related rights, and external threat.

• Korean Journal of Culture and Social Issue
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• v.29 no.1
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• pp.125-146
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• 2023

The aims of this study was to investigate the effect of workplace support and access to workplace counseling on the depression level of employees who are workplace bullying victims and then find cross-level interaction effects between individual and group factors. A multi-level analysis was conducted using data from 642 individuals who reported experiencing workplace bullying in the 2017 National Human Rights Commission survey. The findings indicate that a worker's perceived safety of their workplace is negatively associated with depression levels. Additionally, higher perceived workplace support and access to workplace counseling were associated with lower depression levels. Lastly, a positive interaction effect was observed between access to workplace counseling and perceived workplace support in relation to depression levels. That is, higher access to workplace counseling increases the negative effect of workplace support on depression levels of employees. These results highlight the importance of creating protective factors such as a safe and supportive organizational culture to combat workplace bullying of coworkers or supervisors, and implementation of counseling and support services to assist victims in coping with workplace bullying and reducing depression symptoms.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.523-531
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• 2020

The aim of this study was to determine the mediating effects in the relationships among nursing organizational culture, workplace bullying, and job stress of nurses. For the descriptive correlational study design, data were collected using a structured questionnaire from nurses at university hospitals (N=130). Statistical analysis was performed on the collected data using SPSS 22.0 statistics program. The mean scores of nurses for nursing organizational culture, workplace bullying, and job stress were 2.99±0.74, 1.85±0.65, and 2.50±0.35, respectively. Nursing organizational culture of nurses had a negative correlation with both workplace bullying (r=-0.45, p=0.001) and job stress (r=-0.61, p=0.001), whereas workplace bullying showed a positive correlation with job stress (r=0.42, p=0.001). Sobel test was conducted to verify the mediating effects, and nursing organizational culture was statistically significant as a partial mediating effect of 0.13 (sobel'z=-2.287, p<0.05) on the effect of workplace bullying of nurses on job stress. These results indicate that nursing organizational cultures need to be established to reduce workplace bullying. It is important to create a nursing work environment that can reduce job stress, a better understanding of the nursing organization cultures related to nursing tasks is crucial, and it is necessary to develop an institutional education strategy for prevention education in hospital organizations.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.520-526
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• 2021

The purpose of this study is to grasp the relationships between workplace spirituality, job turnover intentions, and job satisfaction in supporters for the disabled. The study was conducted with 134 OO supporters for the disabled. As an analysis method, SPSS software was used to perform frequency analysis, reliability analysis, correlation analysis, and multiple regression analysis of causal relationships between variables. The results of the study first found that vocational consciousness, a sub-factor of workplace spirituality in supporters for the disabled, had a significant negative (-) effect on turnover intentions. Second, as a result of examining the effects of workplace spirituality on job satisfaction in supporters for the disabled, other sub-factors of workplace spirituality (vocational consciousness and community consciousness) were found to have a positive (+) effect on job satisfaction. This means that a higher vocational consciousness of workplace spirituality perceived by supporters for the disabled lessens turnover intentions. The implications of this study are considered to be basic data for the development of capacity-building programs to prepare measures to reduce the turnover intentions in supporters for the disabled.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.184-191
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• 2020

This study is conducted to find out the nurses' character for care and the workplace bullying for the early stage nurses working in the clinical field and their relation in order to understand the factors which would affect the consequence of the workplace bullying. Data collected from 131 early stage nurses working at one general hospital for 7 months was used for this study. The data was analyzed with descriptive statistics, Independent t-test, one-way ANOVA, Pearson's correlation coefficient, Hierarchical multiple regression by using SPSS/WIN 21.0. It was found that high the nurses' character for care was related to the lower workplace bullying (type and consequence) (r=-.31, p<.001; r=-.26, p=.003) and that the worse the score in the type of bullying wasthe higher consequence (r=.54, p<.001). The multiple regression analysis showed that the factors affecting the consequence of the workplace bullying were the type of bullying (β=.48), dissatisfaction with nursing (β=.22), and moderate satisfaction with nursing (β=.19) and that the explanation of the model by variables was 32.5%. Based on the results of the study, it is suggested that the effort of lowering the occurrence of the type of bullying and the strategy of enhancing the satisfaction with nursing such as improvement in the quality of nursing education be made in order to improve the consequence of workplace bullying at the workplace for the early stage nurses.

• Journal of Family Resource Management and Policy Review
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• v.17 no.2
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• pp.37-53
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• 2013

This is to constitute strategic system and strategies for building family-friendly cultural change in workplace. For purpose, the reason and agent for change, the models and stages of change, the strategies for change process, and the barriers and facilitators of change are discussed. The strategic system is divided into two parts: planning and implementing. Planning includes need & resource assessment, and research & project office. Implementing includes program implementation, monitoring & feedback, communication, and barriers & facilitators. This study from literature review can be used preliminary test to the cultural change process of workplace.

• Knowledge Management Research
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• v.19 no.1
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• pp.133-146
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• 2018

This study develops an Education framework for users who need public open data for workplace etiquette education in a timely manner by mobile application. It facilitates utilizing efficiently Workplace etiquette contents that scattered in various platforms such as blogs, Youtube and web-sites run by private education agencies. Furthermore, it makes Public open data for workplace etiquette through gathering 'metadata', which is a comprehensive source of workplace etiquette. Accordingly, framework changes recognition about necessity of workplace etiquette education positively and suggests method that can promote effective workplace etiquette education. If the system in the study can provide public open data of workplace etiquette education, many young job applicants and workers will have a proper perception on it and sound workplace etiquette culture will be settled in the companies. Public data has been rising as a vital national strategic asset these days. Hopefully the public data will pave a way to discover the blue ocean in the market and open up a new type of businesses.

• Korean Journal of Health Education and Promotion
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• v.25 no.3
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• pp.21-43
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• 2008

Objective: This study aimed to understand workplace drinking environment on drinking behaviors among female employees and thereby attempt to lay a ground for future prevention of drinking problems triggered by workplace environment. For the purposes of the study, variables related to drinking behavior and the actual conditions of female employees were explored. And the study examined the effects of individual and environmental factors on drinking behavior. Methods: The sample included 400 female and male employees in enterprises and organizations located in the metropolitan area of Korea. An in-depth interview was conducted to explore workplace variables related to female drinking, and a self-administered questionnaire was conducted to examine the relationship between workplace variables and drinking behaviors (alcohol consumption, risky drinking, and binge drinking frequencies). Results: Major findings of the study are as follows: First, positive function of drinking and drinking culture at workplace and the pressure to drink were derived from in-depth interviews. Second, 47.2% of female employees were current drinkers and 20.4% were risky drinkers. Third, drinking norms and attitude at workplace, influence of peer group, and drinking culture at workplace were found to be predictive factors of harmful drinking. Fourth, drinking expectancy and drinking norms and attitude at the workplace were found to influence drinking binge frequencies. Conclusion: The study indicates the importance of the workplace environmental factors in female employee's drinking behavior, and addresses the need for interventions geared toward changing the workplace environment regarding alcohol use.

• East Asian Journal of Business Economics (EAJBE)
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• v.12 no.2
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• pp.43-50
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• 2024

Purpose: The present study investigates if the type of organizational culture influences the level of job-related stress. This study is significant because creating the need to explore the concept to become more informed on the best practices to promote and foster a positive culture that prioritizes workers, it could result in a healthier workforce, improved organizational performance, and success. Research design, data and methodology: Examining previous studies by other researchers was the primary research tool for this study. The organized approach of gathering data and assessing related work was vital in developing a fundamental basis for advancing knowledge on this concept while enhancing theory development and drawing more informed conclusion. Results: These four types, including the clan, adhocracy, hierarchical, and market cultures, contribute significantly in revealing four associations between the two variables, including (i) supportive culture and reduced stress, (ii) high pressure and increased stress, (iii)autonomous culture and variable stress levels, and (iv) open culture and low-stress levels. Conclusions: The literature affirms a multifaceted link between employee workplace stress and organizational culture type. The findings show that these cultures are crucial in influencing the level of stress among employees. All four types were hypothesized to have a significant relationship with job stress.

• Human Ecology Research
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• v.57 no.3
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• pp.353-367
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• 2019

This study investigates the influence of family-friendly workplace policies and organizational culture on the willingness of married female managers to have a child. The analysis includes 353 married female managers from the $6^{th}$ survey of the 2016 Korean Women Manager Panel. Factors that are found to influence the respondents include age, education, number of children, job position, promotional goals, accessibility to family leave, accessibility to shorter work hours during the child-rearing period, and organizational culture. Female managers who can easily use family leave or who have shorter work hours during the child-rearing period show a higher willingness to have a child. By contrast, those whose work places employ a fair and horizontal organizational culture are less willing to have a child. The introduction of family-friendly policies are not found to be statistically significant determinants of female managers' willingness to have a child. We find that influencing family-friendly policies between the first and second childbirth differ. The accessibility of family-friendly policies that affect the willingness of female managers to have a child when they have no child include parental leave, employer-supported childcare, and childcare subsidies. For improving their willingness to have a second child, accessibility to both family leave and shorter work hours during the child-rearing period are effective. In conclusion, the government should strongly consider micro-personal factors, such as family-friendly workplace practices and organizational culture, when executing policies to reverse the current trend of low fertility.