• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.6
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• pp.123-130
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• 2016

This study examined the effects of Leader-member exchange (LMX) on psychological empowerment and job performance, the mediating role of psychological empowerment in the relationship between LMX and job performance, and the moderating role of supervisory trust in the positive relationship between LMX and psychological empowerment. Data were collected from 290 employees in Korean Banks. Results of this study indicated that LMX was positively related to psychological empowerment and job performance, and that psychological empowerment was positively related to job performance. Results also indicated that psychological empowerment partially mediated the relationship between LMX and job performance. Especially, supervisory trust moderated the positive relationship between LMX and psychological empowerment such that the relationship was stronger when supervisory trust was high than it was low. Finally, theoretical and practical implications of the results were discussed.

• Health Policy and Management
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• v.6 no.1
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• pp.144-162
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• 1996

This study was conducted to identify the problems related to operation of the committee system in university hospitals and to propose the direction for reforming it. Data were collected by surveying 138 working-level administration managers of committees from 12 university hospitals in Seoul in October, 1995. The results were as follows: 1. The purposes of the committee were to promote the reasonable dicision making in the hospitals, to satisfy the requirement of Hospital Accreditation Program and, to execute the administrational instructions in due order. The sort of job which was charged of chairmen and the majority of committee member was doctor. 2. The committees which were to be held the meeting frequently in a year were general management committees(8.25 times/year). But in case of operation rate, medical care-related committees showed the most frequent meeting(90.15%). Most of committees made the regulations and reported the results of their meeting to the CEO of their hospitals by written documents. 3. Most doctors thought the medical care-related committees useful. Medical technicians regarded education and research-related committees as useful, while administrators favored the general management committees. 4. The factors related to the perceived performance of the committee were the kind of job, the class of job and the kind of committee. Also, the perceived performance of the committee was positively related to the usefulness in efficient management of work, and negatively to uncertainties in responsibility and a nominal role of the committee. 5. Most of the respondnts thought that the concern of the top manager about the committee was the most important factor for the improvement of committee system at hospitals. They also regarded that formalization of the objectives and regulation rule and composition of committees with members which work in various fields as essential. Further studies on the organizational and operational cjharacteristics which include general hospitals in various areas are required.

• Journal of Industrial Convergence
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• v.16 no.3
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• pp.17-22
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• 2018

As recent domestic cosmetics market has grown rapidly, many people have become interested in skin care. Therefore, this study aims at examining the job satisfaction of experts currently working in beauty industry by conducting a survey on the job esteem and satisfaction of estheticians who are the major professional group in skin care related occupations. The survey was carried out targeting at 289 current estheticians in Seoul and Gyeonggi Province, and as a result, most of the respondents showed a high level of job esteem (M=3.81). However, there was a significant difference in 'fair treatment' by male and female, and 'relative superiority' by educational background (p<.o1). The job satisfaction showed a high satisfaction as M=3.34 and there were significant differences in working hours, positions and salaries. As the level of self-esteem and job esteem became higher, job satisfaction on occupational consciousness increased. Therefore, it is judged that improving social awareness that evaluates job values and having positive values for one's job will help improve the job performance by enhancing the job satisfaction of estheticians.

• Journal of the Korean Dietetic Association
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• v.16 no.2
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• pp.160-177
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• 2010

The purpose of this study was to identify job frequency and the training needs of dieticians in elderly health care facilities. This study consisted of dieticians working in elderly health care facilities with a capacity of over 50 elderly. Survey questionnaires were distributed to 190 dieticians through the mail and 106 dieticians (55.8%) participated in this study. The results of the survey showed that dieticians in elderly health care facilities frequently performed the following job: work management, safety and sanitation management, purchase management, human resource management, finance management, nutrition management, and marketing management. The job frequency in safety and sanitation management (p<0.05) and nutrition management (p<0.01) areas were significantly different by the number of dieticians. Safety and sanitation management and menu management were considered job areas that needed further training and education. Dieticians in elderly health care facilities responded that the following jobs should require not only training but are also frequently performed: safety and sanitation management, menu management, work management, and human resource management. Thus, based on the results of this study, continuous training programs in these fields should be offered to satisfy the needs of dieticians.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.4
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• pp.470-479
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• 2013

Purpose: This study was conducted to investigate and compare the characteristics and relations of nursing practice environment, professionalism and job satisfaction among nurses in general hospitals according to hospital size. Methods: The participants included 314 staff and charge nurses who were working in the general medical/surgical nursing units in one large hospital, three medium sized hospitals, and four small hospitals. Data collected through using self-report questionnaire were analyzed using the SPSS and SAS statistical programs. Results: Nursing practice environment and job satisfaction had significant differences according to hospital size. Both of these scales were highest for medium hospitals and lowest for small hospitals. For all hospital sizes there were positive correlations between each of the variables. Multiple regression analysis showed that both nursing practice environment and job satisfaction were affected by hospital size, but professionalism was not. Conclusion: The results of this study indicate that nursing practice environment and job satisfaction vary with the size of the hospital. Therefore, further study is necessary to identify the work environment variables of nurses for performance management and to implement appropriate policies.

• Korean Journal of Community Nutrition
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• v.20 no.3
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• pp.220-235
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• 2015

Objectives: The purpose of this study was to investigate how clinical nutrition services is provided at a long term care hospital in Korea and to investigate job satisfaction levels of the clinical dietitians. Methods: Survey questionnaire was sent to dietitians working at a long term care hospital in Korea. The participating hospitals (n=240) were randomly selected from 1,180 long- term care hospitals using a stratified sampling method. A total of 134 long term care hospital s and 223 dietitians completed the survey of clinical nutrition service s and job satisfaction questionnaires The job satisfaction questionnaire included 27 job satisfaction questions on task, stability vision, working conditions, and relationship areas. Results: The average nutritional screening rate was 17.9% and the rate of computerized nutritional screening system was 9.7% in the participating hospitals. Nutritional intervention rate was only 3.2% of all patients. KOIHA (Korea Institute for Healthcare Accreditation) accreditated hospitals showed only 50% performance rate of nutrition service evaluation area. This shows that after achieving KOIHA accredition, many hospitals do not emphasize the performance of nutritional services. The job satisfaction scores in all four areas ranged from 2/5 to 3/5, implying generally low job satisfaction level in hospital dietitians. Linear regression analysis results showed that the "hospital adequacy grade" type was a significant predictor of job satisfaction level for two areas (working conditions & relationship). Conclusions: There is a need to provide proper standardized clinical nutrition services as a primary treatment and we observed large variations in the quality of nutritional service s in long term care hospitals. Therefore, government and local hospitals have to work on implementing nutritional programs and policies for improved service and care.

• Journal of Korean society of Dental Hygiene
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• v.15 no.6
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• pp.1009-1017
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• 2015

Objectives: The study aimed to investigate the effect of communication competence on the organizational effectiveness in dental hygienists. Methods: A self-reported questionnaire was completed by 248 dental hygienists in Seoul, Incheon, and Gyeonggido from November 1 to 30, 2014. The questionnaire consisted of general characteristics of the subjects(4 items), job characteristics(10 items), communication competence(49 items), organizational commitment(15 items), job satisfaction(16 items), and turnover intention(5 items). The instrument for communication competence and organizational commitment was done by Likert 5 points scale. Data were analyzed by t test, one way ANOVA, stepwise multiple regression test, and post-hoc Scheffe test using SPSS 18.0 program Results: The average of communication competence was 3.49(${\pm}0.28$). Of the sub-factors of communication competence, interpretational competence had the highest score of 3.65(${\pm}0.33$) followed by self-presentation 3.50(${\pm}0.49$), message conversion 3.50(${\pm}0.47$), role performance 3.44(${\pm}0.37$), and goal setting competence 3.28(${\pm}0.60$). There were significant effects in the organizational commitment including workplace(dental clinic=1, ${\beta}$=-0.254), weekly average working hours($${\leq_-}40$$ hours=1, ${\beta}$=0.182), role performance(${\beta}$=0.163), self-presentation(${\beta}$=0.144), goal setting competence(${\beta}$=0.130), and position(head=1, ${\beta}$=0.137). There were significants effects in the job satisfaction including position(head=1, ${\beta}$=0.217), weekly average working hours($${\leq_-}40$$ hours=1, ${\beta}$=0.204), education level(graduate school=1, ${\beta}$=0.184), job career(3~6 years=1, ${\beta}$=-0.181), goal setting competence(${\beta}$=0.194), and interpretational competence(${\beta}$=0.124). Conclusions: The communication competence of the dental hygienists showed a partial effect on the organizational effectiveness. In order to improve the organizational commitment and job satisfaction and the turnover intention, a variety of efforts must be taken and focused on goal setting competence, role performance, self-presentation, and interpretational competence.

• Korean Journal of Occupational Health Nursing
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• v.29 no.1
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• pp.8-19
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• 2020

Purpose: To identify the importance and performance levels of health management duties, work-related and general attributes of health managers in medical institutions and analyze their impact on the performance of managing health-care related tasks. Methods: This research identified the performance levels of 150 health managers who have been executing industrial health-related duties for more than six months as nurses in medical institutions with more than 30 hospital beds. The variables which affect their performances were then analyzed. Results: The average importance of health care duties was 8.1 out of 10 and 5.5 for performance levels. Multi-regression analysis on the variables affecting performance levels of health managers in medical institutions showed that health managers exhibit higher numbers under the following conditions: over 300 full-time employees, more than 1 year but less than 3 years of experience, positions above section chief level, affiliation to the safety and health department, and high perception of duty importance. Conclusion: Improved cognizance of health manager importance should occur initially; then, health-care center setup, assigning of exclusive occupational health managers, and organizational efforts to improve the working environment in tandem with the provision of educational training programs to improve work quality are necessary.

• Journal of Practical Engineering Education
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• v.14 no.2
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• pp.393-404
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• 2022

This study attempted to examine the effect of education and training on organizational performance based on HCCP research through the systematic review of previous studies. For this, 29 papers used HCCP data were selected and analyzed, and the research results are as follows. First, the research results showed that education and training had a positive effect on non-financial performance such as organizational commitment and job satisfaction, and financial performance such as sales and operating profit. Second, in order for education and training to affect organizational performance, job satisfaction, organizational culture, and education transfer were found to be important factors. Third, for effective transfer of education and training, it is necessary to establish a system that can be applied to the field after education and training, finally, it suggested the need for research to be conducted to reveal the practical effectiveness of education and training by measuring the degree to which education and training contributed to financial performance more closely.

• Journal of Korean Home Economics Education Association
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• v.16 no.4 s.34
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• pp.141-156
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• 2004

The purpose of this study was to examine the relationship between marital satisfaction and job performance among secondary school married female teachers. The subjects of this study were 237 married female teachers who worked in middle-and high-schools in Seoul and Gyeonggido. To gauge how they were pleased with their married lives. Lee Jeong-ryeon(1987)'s scale that was based on Synder's scale and made up for its segment about relations with family-in-law. As for job performance. Yun Gyeong-hye(2001)'s scale that was based on Son Jeong-hwan(1990)'s teacher job scale was employed. For data analyses. t-tests. ANOVAs. Scheffe tests for pairwise comparison. Pearson's correlations were utilized. The findings of this study illustrated that the marital satisfaction of the secondary school married female teachers were significantly related to their job performance. This indicated that their marital satisfaction served to enhance their job performance. and furthermore. that could be said to determine the quality of school education.