• Korea Journal of Hospital Management
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• v.15 no.3
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• pp.123-142
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• 2010

The Government is going to enforce assessment of dental institutions in addition to assessment of medical institutions so that it can provide good-quality medical service to people having much interest in quality of medical service. But the empirical research on the assessment of dental institutions which is still in a model assessment stage, is insufficient. Accordingly, the present research aims to help dental institutions preparing the main assessment by researching an acceptance level of workers of dental institutions in a process performing assessment of dental institutions, based on the preceding researches that the perceived utility has influence on implementation intention. The present research proved the influence that job relevance, result demonstration, usability and education & training of workers and manager's leadership of an infection management part affects perceived utility and implementation intention. As a research result, all the job relevance, result demonstration, usability have a positive(+) influence on perceived utility and implementation intention, and the influence of job relevance most affects especially. The leadership and education & training have influence on what workers get to have implementation intention after perception of utility of infection management according to the order. According to the above results, it can be understood that medical institutions preparing for assessment of dental institutions take charge of the assessment part having high relevance with work of workers and need to make a manager ordering performance of its assessment be able to foster a leadership for improving effectiveness of assessment performance.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.81-98
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• 2015

This study explores performance factors of a casino information system for foreigners, empirically examines the causal relation between these factors and business performances through organizational trust and job satisfaction and suggests a plan to develop such a information system. We found that information quality positively impacted on perception of information security, but negatively on job satisfaction; system quality positively did on security reliability, but negatively on job satisfaction; service quality positively did on trust in information security and job satisfaction; lastly security reliability positively did on job satisfaction. We found that information quality, system quality and service quality would affect perceived information security and job satisfaction.

• Korean Journal of Occupational Health Nursing
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• v.7 no.2
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• pp.186-199
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• 1998

Necessity for the guidebook of occupational health nursing practice has been perceived by our OH research members since the health management of small scale enterprises(SSE) was controlled by law. Mean-while, developing the OH manual, our team found that the work situation of occupational health nursing(OHN) services should be prior to the construction of the OHN manual. This procedure was regarded as helpful for producing the OH manual which is fitting to the Korean nursing circumstances. Thus, this study was planned and carried out. The study aimed to find out current situation of work performance on occupational health nursing practice perceived by nurses working for health management of SSE. Questionnaire was distributed to the OH nurses working in the 55 group occupational health service(GOHS) agencies throughout the Korea from January to March in 1997. Ninety-seven nurses of the 31 GOHS agencies responded. Descriptive statistics was used in the SAS programme. Four nurses participated to select nursing area investigated in the study. Those area were 'document', 'job orientation', 'OH reference', 'nursing theory', 'group health education', 'health examination', 'work dilemma', 'approach attitude', 'workplace visit', 'health promotion' and 'communication'. Results can be summarized as follow : Types of document were mentioned diversely depending on the GOHS agencies. Job orientation was seen to be performed by nurses in 56% among the 75.3% nurses responded. Sixty five percents of nurses agreed to apply nursing theories into the OH with lack of knowledge on them. Health screening and health education were responded as commonly provided nursing activities with various nursing obstacles as well as indicated in the area of 'work dilemma', 'approach attitude', 'workplace visit', 'health promotion'.

• The Korean Journal of Franchise Management
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• v.10 no.4
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• pp.43-52
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• 2019

Purpose: As a research on the effects of the characteristics of franchise educational institution and contents on the educational transition, commitment, and recommendation intention, this study aimed to suggest the basic data that could be used for the performance of educational training of franchise headquarters, and also to suggest an empirical research helpful for the development of actual educational system and the operation of curriculum for franchise educational institutions. Research design, data, and methodology: This study selected the trainees who recently completed the training in a franchise educational institution as the samples. The survey was conducted for 20 days from October 1st to October 20th 2018, targeting total 230 people, and total 207 questionnaires were collected (Missing value 23). To verify the validity of the measurement tool used for this study, this study reviewed the factor loading of each factor by conducting the confirmatory factor analysis(CFA), and then verified the average variance extracted(AVE) and the composite construct reliability(CCR). Lastly, the structural equation model(SEM) was verified based on the research hypotheses and research model. The SPSS Win Ver. 20.0 & AMOS 20.0 were used for every analysis of this study. Results: The results of this study could be summarized as follows. First, the reputation and interaction of the characteristics of franchise educational institution had significantly positive(+) effects on the educational transition. Second, all the sub - variables of educational contents such as job relevance, education method, and instructors' professionalism had positive(+) effects on the educational transition while the educational transition had positive effects on the organizational commitment, career commitment, and job commitment. Lastly, the organizational commitment and job commitment had positive(+) effects on the recommendation intention. Thus, the trainees with higher organizational commitment and job commitment in a franchise educational institution, showed higher intention to recommend the educational institution to others. Conclusions: The results of this study imply that the franchise educational institutions could increase the actual performance of education such as educational transition, commitment, and recommendation intention by increasing interactions within educational institutions and also designing effective educational contents, so that the trainees could highly perceive the educational transition of education.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.5
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• pp.223-235
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• 2022

The satisfaction and performance levels of employees also depend upon the leadership styles adopted by corporate leaders. Meanwhile, organizational identification is a fundamental organizational behavioural concept in business that influences employee belongingness with the organization. Taking into account the relevance of this research topic, this paper aims to understand of organizational identification and leadership styles in SMEs. It also investigated the mediation role of organizational true. For the analysis, a questionnaire survey was conducted on employees of SMEs, and the collected data were analyzed using the hierarchical multiple regression analysis. Analysis results are as follows: First, out of leadership style, transformational leadership, transactional Leadership had a positive effect on job satisfaction. Second, organizational identification had a positive effect on job satisfaction. Third, in the relationship between leadership, organizational identification and job satisfaction, the mediating effect of organizational true had significant transformational leadership→organizational truer→job satisfaction, transactional leadership→organizational truer→job satisfaction, organizational identification→organizational truer→job satisfaction. The results of this study show that the role of middle managers is very important in SMEs. The leadership of SME managers can also be linked to organizational performance through the job satisfaction of workers. Therefore, SME' CEO should provide opportunities to receive professional training on the leadership of middle managers. In addition, SME' CEO need a strategy to instill a positive image of the organization in workers through the organizational vision.

• Journal of Internet Computing and Services
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• v.18 no.5
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• pp.113-121
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• 2017

Company A's core competency is IT internet security services. The Web diagnosis team analyzes the vulnerability of customer's internet web servers and provides remedy reports. Traditionally, Company A management has utilized a simple table format report for resource planning. But these reports do not notify the timing of human resource commitment. So, upper management asked its team leader to organize a task team and design a visual dashboard for decision making with the help of outside professional. The Task team selected the web security diagnosis practice process as a pilot and designed a dashboard for performance evaluation. A structural design process was implemented during the heuristic working process. Some KPI (key performance indicators) for checking the productivity of internet web security vulnerability reporting are recommended with the calculation logics. This paper will contribute for security service management to plan and address KPI design policy, target process selection, and KPI calculation logics with actual sample data.

• Journal of Preventive Medicine and Public Health
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• v.28 no.3 s.51
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• pp.588-608
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• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

• Korean Journal of Occupational Health Nursing
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• v.11 no.1
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• pp.63-80
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• 2002

Objectives: The objective of this study is to evaluate the job characteristics of container terminal workers by applying the Job Strain model, and to assess the relationship among the general characteristics, job characteristics and psychosocial distress. Methods: A self-administrated questionnaire survey was performed to the container terminal workers in Pusan. Among the 200 male workers who answered the questionnaires, white-collar workers and blue-collar workers were 100, respectively. Karaseks Job Content Questionnaire was utilized to evaluate the job characteristics and Psychosocial well-being index (PWI) was applied to measure the extent of their psychosocial stress. Results: In white-collar workers, the skill discretion, created skill, decision-making authority, decision-making latitude, psychological job demand, and supervisor support of the job characteristics were significantly high, while in blue-collar workers physical exertion was significantly high. The result of Psychosocial well-being index (PWI) reveals that blue-collar workers were more stressed than white-collar workers, especially, the indices of depression (factor 2), sleeping disturbance and anxiety (factor 3), General well-being and vitality (factor 4) were significantly increased; whereas, in white-collar workers, only the index of social performance and self-confidence (factor 1) was significantly increased. And PWI scores were significantly increased in the lower social support and psychological job demand. By the multiple logistic regression analysis for PWI, blue-collar workers had increased odds ratio of 2.66(95% CI;1.11-6.41) compared with white-collar workers. The unmarried workers increased odds ratio of 3.54(95% CI;1.18-10.62) compared with married workers. And workers who have not own house increased odds ratio of 2.35(95% CI;1.15-4.79) compared with workers who have own house. Particularly, odds ratio of work-shift in blue-collar workers was 11.10(2.14-57.64). Conclusion: Skill discretion, created skill, decision-making authority, decision-making latitude, psychological job demand, and supervisor support were increased in white-collar workers. Decreased skill discretion and increased physical exertion were found in blue-collar workers, which is supported the Job Strain model. Job stress of blue-collar workers was comparatively higher than that of white-collar workers, especially, skill discretion, decision-making authority, decision-making latitude, job insecurity, physical exertion were noticeable factors. Especially, sleeping, smoking, and work shifting turned out to be a main cause that increases stress. Therefore, in order to decrease the job stress, a health promotion program to change the health behaviors should be activated and an organized job stress management program should be introduced. Especially, working condition for blue-collar such as physical exertion and work-shift should be improved.

• International Area Studies Review
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• v.21 no.1
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• pp.97-117
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• 2017

This research highlights the process of adopting cloud computing technology from users' perspective. Concentrating on perceived mechanism from employees side that lead to job performance at work. Cloud computing, the new player in our modern business environment, authors employ diffusion of innovation theory to capture how this new technology affect employees in workplace in terms of job performance. Education for this new system and managerial support by firm were used as moderating variable to test dependent variable, job performance. Research was done through survey from total 284 people working in metropolitan area at South Korea. The result shows that cloud computing system affect positively on work efficiency, and the extent of diffusion factors that influence from the most to least are as follow: 1. Users' Skill, 2. System Quality, 3. Information Quality, 4. Group Awareness, 5. Attitude towards New System. To test diffusion factors of cloud computing and job performance, South Korean people actually felt that cloud computing help their job performance and the extent of diffusion factors that influence from the most to least are as follow: 1. Users' Skill, 2. System Quality, 3. Information Quality, 4. Attitude towards New System, 5. Group Awareness. As for diffusion factors of cloud computing and productivity, result proved that cloud computing really helps firms, and the extent of diffusion factors that influence from the most to least are as follow: 1. Information Quality, 2. Attitude towards New System, 3. Group Awareness, 4. System Quality, 5. Users' Skill. Two moderating variables, employee education and managerial support were tested to prove whether these two variables affect the job performance and the result displays positive affect for both two factors. To conclude, adopting cloud computing helps firms by increase employees' work efficiency and job performance. In order to accelerate the process employees education really matters because users' skill is the most crucial among diffusion factors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6173-6185
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• 2013

This study examined the relationship between the type of organizational culture and organizational commitment, job satisfaction as well as the moderate effects of shared leadership on the relationship among the organizational culture, organizational commitment, and job satisfaction at a world leading steel company 'P'. The results showed that the consensus culture and rational culture positively affect the organizational commitment, and that the developmental culture, consensus culture and rational culture positively affected the job satisfaction. The results also revealed the meaningful moderate effects of the shared leadership on the relationship between the development culture, consensus culture and job satisfaction. The suggestions were made accordingly to propose the directions to improve the organizational performance of the company that is in global competition.