• Informatization Policy
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• v.25 no.4
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• pp.3-36
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• 2018

This article discusses the possibilities and limitations of ICT education by reviewing the previous research on its various aspects including educational goals, contents, methods, and evaluation. First, when it comes to its educational goal, the prior studies suggest that ICT education aims to nurture digital citizenship among students and to enable them to participate in different sectors of our society. ICT education characterizes the core capacities of its future learners as 'lifelong learners,' 'information producers/consumers,' and 'local/global citizens.' Second, in regard to the educational content of ICT education, researchers investigate SW education importantly: They develop the educational programs and examine the effectiveness of those programs. However, to ensure the relevancy of the educational contents to the future society, institutional support is imperative including facilitating educators' capacities and synchronizing ICT education with subject education. Third, as the educational methods, various ICTs such as flipped learning and augmented reality (AR) are being applied to actual classroom teaching. Research on the educational methods, which is the most vibrant area in the ICT education scholarship, is expected to improve the previous educational methods and to lead the qualitative development of ICT education. Fourth, the previous discussion on the educational evaluation focuses on computer-based evaluations. Educational evaluation using ICT will enable educators to assess the characteristics and achievement of an individual learner accurately and to lead them to apply a teaching-learning process effectively, which will ultimately enhance the effectiveness of educational evaluation. Along with the overall review on the possibilities of ICT education, this article discusses the limitations of the current ICT education and its implications for educational inequalities.

• Journal of Korean Physical Therapy Science
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• v.9 no.2
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• pp.87-98
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• 2002

The main objective of this study is to evaluate role-related job stressors of physical therapists and to examine the relationship between job stress and organizational effectiveness. A survey was conducted through structured questionnaire for the physical therapists working in Busan area, and data from 175 therapists were utilized in the final analysis. Survey items included general characteristics of the therapists(sex, age, education, marital status, religion, income, etc.), various kinds of job stressors(role conflict, role overload, role ambiguity, physical burden), and organizational effectiveness measured in terms of job satisfaction, organizational commitment and organizational citizenship behavior. Major results are as follows: 1) The level of physical therapists' job stress was found to be in average range, recording 2.65 on 4-point scale. 2) It appeared that main job stressors of physical therapists were role ambiguity and role overload, and this was more apparent in the case of younger, relatively less-educated, unmarried, and lower-grade employees. 3) On the other hand, in the case of relatively more-educated and higher-paid employees, role conflict was comparatively more important job stressor. 4) Regression analysis suggested that, as Job stress increased, job satisfaction and organizational commitment decreased; however, no significant relationship was found between job stress and organizational citizenship behavior. 5) These results imply that, in order to perform effective and efficient personnel administration of physical therapists, adequate job stress management would be very important task for the hospital managers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.8
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• pp.5522-5533
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• 2015

This study analyzes the effect of leadership styles (transformational leadership, transactional leadership, and servant leadership) of CEOs at small and medium-sized enterprises on the organizational effectiveness of the employees (organizational commitment and organizational citizenship behavior). A survey was conducted on 573 employees of domestic small and medium-sized enterprises in the electric, electronic, and IT industries, and the data was used to perform statistical analysis. As the result, charisma of transformational leadership, individual consideration, emotional healing of servant leadership, wisdom, and stewardship were shown to have positive effect on the organizational commitment. Furthermore, charisma of transformational leadership, exceptional management of transactional leadership, wisdom of servant leadership, and stewardship were shown to have positive effect on organizational citizenship behavior.

• Journal of Digital Convergence
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• v.13 no.1
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• pp.151-162
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• 2015

The main purpose of this study was to find antecedents of organizational citizenship behavior(OCB) and to investigate the mediating role of leader-member exchange(LMX). This study categorized the factors that influence OCB and LMX into individual(distributive and procedural justice), group(transformational leadership and team empowerment), and organizational levels(complexity). A total of 773 cases were used in this study, which were collected in one of industrial complexes. The research participants were any employees who participated in their work by collaborating with their co-workers. This study found that procedural justice, transformational leadership, and team empowerment had positive influences on OCB, and distributive justice, procedural justice, transformational leadership, team empowerment, and complexity significantly influenced LMX. Moreover, LMX played a mediating role in the relationship between each of the five input variables and OCB.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.484-495
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• 2019

This study attempted to investigate the effects of self-leadership on organizational citizenship behavior and turnover intention among beauty salon employees and analyze the moderating effects of job satisfaction. For this purpose, data were collected for 330 people working in beauty salons and analyzed using SPSS v. 21.0. According to multiple regression analysis, self-leadership revealed a statistically significant positive effect on the OCB and urnover intention Therefore, it was shown that self-leadership is a critical factor. To determine if self-leadership having an influence on the OCB and turnover intention is moderated by job satisfaction, variables were applied to the following models, and hierarchical regression was performed: self-leadershipto model I, job satisfaction to model II, self-leadership and job satisfaction to model III. The results found a statistically significant positive influence in all three models. Therefore, this shows that job satisfaction has a moderating effect on self-leadership, OCB and turnover intention. Self-development education as well as technical training should be strengthened to enhance self-leadership, which leads beauty salon employees' thoughts and behavior in the right direction.

• Journal of Digital Convergence
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• v.19 no.11
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• pp.145-153
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• 2021

The purpose of this study is to present the current status and implications of companies in relation to the nature of CSR based on the theoretical background of corporate social responsibility (CSR). For consumers using mobile phones from Samsung, LG, and Apple, the impact of CSR components on corporate image, customer satisfaction, and customer citizenship behavior was analyzed. Economic responsibility, ethical responsibility, and philanthropic responsibility all have positive effects on corporate image. However, it was found that legal responsibility did not pay attention to the corporate image. And the corporate image was found to have a positive (+) effect on customer satisfaction and customer citizenship behavior. The results of this study suggest that companies need to devise a systematic CSR education system for their stakeholders.

• 한국체육학회지인문사회과학편
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• v.58 no.1
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• pp.187-201
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• 2019

This study aims to analyze the relationship among emotional labor, Job burnout, and organizational citizenship behavior(OCB) of yoga instructors. Especially, we focused on the mediating effect of job burnout between emotional labor and OCB. A total of 250 questionnaires were distributed and 221 were returned for final analysis. In order to verify the hypothesis, structural equation modeling was conducted using AMOS 23.0. The results of this study were as follows: First, surface acting had a positive effect on job burnout, but deep acting had no significant effect on job burnout. Second, job burnout had a negative effect on OCB. Third, Surface acting had no effect on OCB, but deep acting had a positive effect on OCB. Last, the relationship between surface acting and OCB was perfectly mediated by job burnout, however there was no mediating effect of job burnout between deep acting and OCB.

• The Journal of the Convergence on Culture Technology
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• v.10 no.2
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• pp.333-341
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• 2024

So far, the rationality of management decisions has been limited to the economic rationality of maximizing self-interest. However, management rationality in the ESG era, which pursues the interests of the environment, society, and the company from the perspective of harmony and balance, requires new judgment standards. The goal of ESG management is sustainable development. Sustainable development goes beyond the accumulation of wealth, which was the goal of the past economy, and aims for the happiness of the entire society, including coexistence and fair development that develops together with the entire society. From Aristotle's perspective, the happiness of the entire society promoted by sustainable development is no different from the highest good of citizens, members of the community. Accordingly, this paper attempted to explore the new management rationality required for managers in the ESG era by comparing Aristotle's concept of citizenship with the concept of 'corporate citizenship', one of the main concepts of ESG management. Through this, we sought to show that companies are essentially communal entities and that the company's pursuit of profit requires rationality of balance and harmony with environmental and social interests.

• Journal of dental hygiene science
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• v.24 no.1
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• pp.29-36
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• 2024

Background: This study aimed to investigate whether there is a difference in organizational member attitudes by workplace environment and workplace types in dental hygienists working at dental health centers. Methods: A face-to-face survey or online survey was administered to dental hygienists working at dental health centers, and a total of 95 subjects were included. The survey includes 13 items to ask factors affecting employee's job satisfaction. Also, some questions were included to assess perception of organizational member attitude: five about organizational citizenship behavior, two about innovative behavior, and four about organizational commitment. Results: Dental hygienists working at dental clinics were more satisfied with their incomes and numbers of working days, while those from dental university hospitals and general hospitals were more satisfied with education support. In addition, hygienists working at dental hospitals were more satisfied with job autonomy, individual work capability, safe working environment, personal relation, potential for personal development, and positive labor-management relations, compared to those working at general and university hospitals (p<0.05). Among the items about perception of organizational member attitudes, the scores of items about organizational citizenship behaviors were higher, whereas the scores of items about innovative behaviors were relatively lower. Individuals working at dental hospitals than those working at general and university hospitals, chiefs and team and department leaders than team members, and those with increased satisfaction with current workplace had more positive perception of organizational member attitudes. Conclusion: For dental hygienists to have positive attitudes as organizational members, working environment should be improved, and executives of dental healthcare centers should pay attention to improving job satisfaction of organizational members. Moreover, since dental hygienists need to improve their perception of innovative behaviors and citizenship behaviors to strengthen specialty of dental hygienists in a changing dental healthcare, relevant training should be addressed in refresher courses or school programs.

• Journal of agricultural medicine and community health
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• v.36 no.1
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• pp.47-59
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• 2011

Objectives: The purpose of this study was to assess organizational citizenship behaviors (OCBs) and organizational personality types (OPT) perceived by public health center workers and to analyze differences in perceptions according to organizational characteristics. Methods: The subjects of this study were workers at 12 of the 22 public health centers in Chonnam Province, South Korea. To measure organizational characteristics, we employed the OPT Index and OCBs Index. Data were collected for one month, from 15 September to 14 October 2009. Data for 422 workers were used in the final analysis. Descriptive statistics and t?tests were performed as appropriate, utilizing SPSS/WIN 14. Results: Among 16 types of OPT, ESTJ, ISTJ and ESTP were the most prevalent for the 12 public health centers. The average weight of OCBs was 4.77, and courtesy and civic virtue held the first and the second ranks among OCBs, respectively. Statistically significant differences between types of OPT were detected, in that T type was gender (p=.007) while J type was age (p=.010), education (p=.043) and career (p=.000). Statistically significant differences between OCBs were found in age, education and career. Conclusion: Public health centers should have programs to innovate OPT and to improve OCB. The development of such programs should consider characteristics of public health center workers such as age, gender, education and career.