• Journal of the Korean Society of Food Culture
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• v.31 no.2
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• pp.161-169
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• 2016

This study examined co-worker relationship on of life between employees of contract foodservice in general hospital. Contract foodservice managed general hospitals surveyed from 1 October 2015 to 31 October 2015. A total of 230 questionnaires (cook-30 questionnaires, nutritionist-50 questionnaires, cook's helper-150 questionnaires) were distributed, and 177 questionnaires were used for the study. As a result, the quality of life of employees contract foodservice general hospital was composed of sub-factors (employee engagement, stress at work, home-work interface, working condition, general well-being). co-worker relationship was composed of sub-factors (cooperative co-worker relationship, competitive co-worker relationship). Causal relationship between variables was through regression analysis, and significant results were shown. ooperative co-worker relationship had an effect on employee engagement, stress at work, working condition and general well-being. competitive co-worker relationship.

• Journal of Korean Academy of Nursing
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• v.29 no.4
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• pp.892-902
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• 1999

The purpose of this study was to investigate the ethical values of senior students in nursing (N＝111) and in medicine(N＝82). The data were collected through self-reported questionnaires in April, 1999. Categories for classifying used in the content analysis of the responses were : (1) human life (2) patient relationship (3) task relationship and (4) co-worker relationship. The results of the study are as follows ; 1) The ethical values of students in nursing and medicine were in the direction of utilitarian in the area of human life. The ethical values of students in nursing and medicine were in the direction of a deontological position in the area of patient relationship. The mean score for students in nursing was significantly higher than for those in medicine(P＜0.01) The ethical values of students in nursing and medicine was in the direction of utilitarian in the area of task relationship. The mean score for students in medicine was significantly lower than that of students in nursing(P＜0.01). The ethical values of students in nursing and medicine was definitely in the direction of a deontological position in co-worker. The mean score for students in nursing was significantly higher than that of students medicine (P＜0.05). 2) A positive correlation was found between the area of human life and patient relationship(P＜0.05), patient and task relationship(P＜0.01), and task and co-worker relationship(P＜0.05) for students in nursing. On the other hand, the area of human life was positively correlated with patient, task and co-worker relationship area(P＜0.05) for students in medicine. The area of patient relationship was also positively correlated with co -worker relationship for the students in medicine(P＜0.01). 3) The ethical values of students in nursing were related to demographic characteristics ; degree of participation in religion(P＜0.01)and degree of recognition of an ethical codes(P＜0.05), on the other hand, the ethical values of students in medicine showed no significant differences according to demogrephic variables.

• Journal of Korean Public Health Nursing
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• v.12 no.2
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• pp.48-66
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• 1998

This study was conducted to identify the attitude of ethical dilemmas (human life area. clients area. nursing practice area. and nurses-co-worker area) in hospital nurses. 169 nurses working in clinical setting were selected Inchon area. Data were gathered from 5. march to 30. 1998 by structured questionnaires. Descriptive statistics were employed to analyze the data. The results obtained from data were as follows. 1) In human life area mean score was 3.17. This area showed remarkerble individual differences between utilitarian and deontological position. 2) In clients area mean score was 3.99. It means that nurses tend to take a deontological position. 3) In nursing practice area mean score was 3.44. It means that nurses tend to take a slightly deontological position. 4) In nurses-co-worker area mean score was 3.84. It means that nurses tend to take a deontological position. 5) There were significant relationship between human life area & clients area. nursing practice area (P<.0l). nurses-eo-worker area (P<.05). There were significant relationship between client area & nursing practice area (P<.05). nurses-co-worker area (P<.01). There were significant relationship between nursing practice area & nurses-co-worker area (P<.01).

• Knowledge Management Research
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• v.17 no.4
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• pp.147-162
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• 2016

Knowledge sharing has many benefits; however, employees are generally reluctant to share their knowledge with co-workers. This reluctance can be attributed to the facts that sharing knowledge involves the threat of losing personal competitiveness and the codification of knowledge for sharing requires additional effort. This study explains why employees engage in knowledge sharing despite the threat and cost of sharing knowledge. Specifically, it examines the effects of the quality of co-worker exchange (CWX) on knowledge sharing and the moderating effect of learning goal orientation on the relationship between CWX and knowledge sharing. Data from 186 individuals indicate that there is a positive relationship between CWX and knowledge sharing, and that this relationship is strengthened when learning goal orientation is low rather than when it is high. The theoretical and practical implications of the findings are also discussed.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.4 no.2
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• pp.193-216
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• 1997

The purpose of this research was to understand the structure of the experiences of turnover among hospital nurses. The research question was 'What is the structure of the experiences of turnover among hospital nurses?' The sample consisted of 16 hospital nurses who experienced one or more turnover. The unstructured interview were carried out from July 15. through August 31., 1997. Intervewed by audio-recording and analyzed by Van Kaam's method. There were 361 descriptive expressions and priority classifications. The result summerized as 107 common elements, 38 syntheses of hypothetical definitions and 6 identifications of the structural definition. The structural definitions and hypothetical definitiones were as follows ; 1. There were different views on the turnover intention. Hard task, dissatisfaction of initial expectancy, uncomfortable relationship with doctors, inappriate reward, uncomfortable relationship with workers of other parts, uncomfortable relationship with patients, unreasonable promotion, uncomfortable relationship with co-worker, helplessness, poor environment of working conditions. 2. Motivating factor of turnover can be varied : self development, problem of social support, boring task, problem of relation-ship with the senior, unfair promotion, night duty. 3. Social supportive factors were co-worker support, senior support, self control, family support, time support. 4. There were different views on the job satisfaction. Task, relationship with patient, recognition, professionalism, promotion, working environment, relationship with co-worker, reward.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.705-716
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• 2020

The aim of this article is to examine the relationships between authentic leadership and job satisfaction and to test the moderating effects of co-workers undermining on that relationship. Data were collected from 24th companies in Korea. The sample included 490 employees chosen randomly. Moderated hierarchical regression was used to examine the moderating role of co-workers undermining on the authentic leadership and job satisfaction relationship. The results show that authentic leadership is positively and significantly correlated with job satisfaction. In addition, the results of the hierarchical multiple regression analyses support the moderating effects of perceived employee co-workers undermining with regard to the relationship between authentic leadership and job satisfaction. This study contributes to suggesting the role of co-worker's undermining as a key moderator of their relationship. The theoretical as well as practical implications of the results were discussed with the suggestion for future research.

• Knowledge Management Research
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• v.15 no.1
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• pp.21-43
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• 2014

This paper investigate relationship between job burnout, social support and knowledge creation, sharing. also, social support are moderate on the relationship between job burnout and knowledge creation, sharing. We build up main effect and moderating effect hypothesis. To test hypothesis, survey method are performed. The results are as follows. first, emotional exhaustion and low personal accomplishment have negative effects on knowledge creation, but haven't effect on knowledge sharing. second, social support significant positively impact on knowledge creation and sharing. third, both of supervisor' support and coworker's support partially moderate the relationship between job burnout and knowledge creation, sharing. especially, emotional exhaustion reduce supervisor' support to knowledge creation, sharing and low personal accomplishment reduce co-worker' support to knowledge sharing, which means although job burnout preceded, if employees perceived high level of social support that have buffering effects on the relationships.

• Management & Information Systems Review
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• v.34 no.1
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• pp.121-142
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• 2015

This study focused on finding how to raise the positive effect of a service employee on the organization by strengthening his sympathetic feeling at the position of business, not the position of customer and how to reduce the negative effect. The specific objectives of the study are: First, the effect factors of the empathy abilities (cognitive empathy, emotional empathy) of a service employee are largely classified as the social support (supervisor support, co-worker support) to the service employee and the self-soothing ability. Therefore, this study tries to verify the relationship between the self-soothing ability, and social support and empathy which are preceding factors of the empathy of a service employee. Second, it also tries to verify the relationship between job stress and empathy ability(cognitive empathy, emotional empathy) of a service employee. As a result of the verification of the study hypothesis, first, the social support was distinguished as supervisor support and co-worker support, and the empathy ability was distinguished as cognitive empathy and emotional empathy. As a result of verifying the relationship between social support and empathy ability, the supervisor support did not have a positive effect on cognitive empathy while the co-worker support did have a positive effect of cognitive empathy. The supervisor support had a positive effect on emotional empathy and the co-worker support had a positive effect on emotional empathy. Second, the self-soothing ability of a service employee had a positive effect on empathy ability and a positive effect on both cognitive empathy and emotional empathy. Finally, the empathy ability(cognitive empathy, emotional empathy) of a service employee was shown to have a negative effect on the job stress of a service employee.

• Journal of Service Research and Studies
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• v.4 no.1
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• pp.1-19
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• 2014

Every organization needs to maintain its long-term effectiveness through the positive perceptions, attitudes, and behaviors of its members. Customer orientation, job satisfaction, and organizational citizenship behavior (OCB) are the important functioning aspects for the long-term organizational effectiveness. The purpose of this study is to investigate the impact of service-worker's customer orientation on OCB within Korean bank and insurance sector by analyzing the relationship of constructs in the conceptual model. To achieve research objectives, survey method is employed. Findings of this research reveal that both need and enjoyment dimension of CO are very important in predicting OCB. We sent 220 questionnaires to service workers of the bank and insurance then received 200 valid responses. The research was conducted in bank and insurance agency in J city. The choice of these two types of organizations was dictated by the fact that they have large number of service worker with diverse background at multiple levels in these industries. Results also indicated that the moderating effect of pay satisfaction on the relationship between their OCB and CO had a weak effect.

• The Journal of Korean Academic Society of Nursing Education
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• v.9 no.1
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• pp.30-40
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• 2003

This study was conducted to identify the ethical values of clinical nurses. 119 nurses working in clinical setting were selected Gwangju city and Chunnam area. Data were gathered from April. 1 to June. 27, 2001 by structured questionares. Analysis of data was done by SPSS using percentage, t-test, one-way ANOVA, pearson's correlation. The results obtained from data were as follows : 1. The ethical values of human life area slightly took up the position of utilitarian. In human life area mean score was 2.41. This area showed remarkerble individual differences between utilitarian and deontological position. 2. The ethical values of clients area took up the position of utilitarian position. In clients area mean score was 1.75. 3. The ethical values of nursing practice area took up deontological position. In nursing practice area mean score was 2.58. 4. The ethical values of nurses-co-worker area took up deontological position. In nurses- co-worker area mean score was 2.94. 5. Those who have younger, higher education level, less job experience, singles, religion, lower position, positive attitude of nursing and firm ethical standard took up more deontological position than those who have not. 6. There were significant relationship between human life area & client area(r=.566 p=.000), nursing practice area(r=.698 p=.000). There were significant relationship between client area & nursing practice area(r=.342 p=.001). There were significant relationship between nursing practice area & nurses-co-worker area(r=.491 p=.001).