• Health Policy and Management
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• v.13 no.1
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• pp.46-68
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• 2003

In the model tested here, individual innovative work behavior is considered as the outcome of two antecedent factors-empowerment and organizational supports. The relationships between those variables and innovative work behavior are analyzed form the data collected through a questionnaire survey of 389 employees in five general hospitals. Results of multiple regression analyses show that three dimensions of empowerment-meaning, competence, and impact, and supports from organizational culture have significant effects on innovative work behavior whereas the effects of choice dimension of empowerment and managerial supports are not significant. These results emphasize the importance of empowerment and innovation oriented organizational culture for individual members' innovative work behavior. Theoretical and practical Implications and suggestions for future research are discussed.

• The Journal of the Korea Contents Association
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• v.15 no.11
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• pp.192-201
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• 2015

The purposes of this study were to understand the organizational culture and to explore factors related to organizational commitment. The nationwide mailing survey was conducted using structured questionnaires from February 7th, 2013 to February 18th, 2013. With regard to the organizational culture, a relationship-oriented culture was predominant. The relationship-oriented culture(${\beta}=0.45,p<0.001$) and innovation-oriented culture(${\beta}=0.34,p<0.001$) had a positive influence on organizational commitment. This study has 56% of the explanatory power(F=14.83,p<0.001). The long-term care facilities with higher evaluation grades showed higher organizational commitment(F=7.18,p<0.001), which affected positively the evaluation of long-term care facilities (${\beta}=0.53,p<0.001$). On the basis of the above results, the conclusions were as follows: First, managers in the long-term care facilities should strive to build good relationships with staffs as to achieve greater organizational commitment and higher evaluation scores. Second, more researches are needed to find out how to improve the relationships among staffs.

• The Journal of the Korea Contents Association
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• v.13 no.8
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• pp.292-300
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• 2013

This study was to investigate the level of oragnizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in radio-technologists. The dominant organizational culture was innovation oriented culture. The mean score of self-readership score was 3.35 out of a maximum 5 points. organizational commitment was statistically significant with age, place of work, relational culture, hierarchial culture, self-goal establishmental leader ships. job satisfaction was statistically significant with marital status, realational culture, self reward leaderships, self-goal establismental lederships. these results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of radio technologists.

• The Journal of Korean Academic Society of Nursing Education
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• v.26 no.3
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• pp.248-258
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• 2020

Purpose: The purpose of this study was to identify the factors influencing nursing work performance among clinical nurses in the hospital. Methods: This descriptive correlational study collected data from 122 clinical nurses who were working in three tertiary referral hospitals in Busan. The data were collected, using self-reported questionnaires, from September 2 to October 14, 2019. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression using SPSS/WIN 25.0 program. Results: Nursing work performance was significantly associated with resilience, innovation oriented culture, relationship oriented culture, and hierarchy oriented culture. The factors significantly influencing nursing work performance of the participants included relationship oriented culture (β=.27, p=.015), hierarchy oriented culture (β=.25, p=.003), resilience (β=.19, p=.035), and total clinical career (β=.18, p=.030), which explained 27.3% of nursing work performance (F=8.59, p<.001). Conclusion: The results indicate that there is a need to improve communication skills among multidisciplinary team members and to harmonize hierarchical and relational cultures in order to enhance nursing work performance. In addition, this study suggests developing interventions for enhancing the resilience of clinical nurses.

• Journal of the Korea Safety Management & Science
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• v.22 no.4
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• pp.27-34
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• 2020

This investigation was carried out in Liaoning, Shandong, and Shaanxi where classified most of their geological organizations into profit organizations, which means they must implement enterprise-oriented reform immediately. The valid 311 questionnaires were collected and used to verify the serial mediating model by AMOS 23.0. Results verified the crucial mediating effects of structural and psychological empowerment between external-focused organizational culture and openness for change. Adhocracy culture positively affects employees' openness for change through three indirect paths, including one mediator and two mediators. Market culture impacts individuals' openness for change through two indirect paths, one is through structural empowerment and another one is through two mediators. The findings provide managers in geological organizations with an empowering management practice model which could promote geological industry reform effectively.

• Journal of Digital Convergence
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• v.16 no.5
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• pp.317-327
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• 2018

The purpose of this study is to understand the mediating effect of nursing organization culture in the process of emotional labor of nurses to turnover intention. The subjects were 363 nurses working at general hospitals at G city and analyzed using SPSS 21.0 from October 17, 2017 to October 31, 2017. As a result of research, relationship-oriented culture and innovation-oriented culture partially mediated the relationship between emotional labor frequency and turnover intention in relation to emotional labor and turnover intention. The results of this study show that the importance of nursing organizational culture to improve the organization's smooth relationship and cohesion can be lowered by creating a positive correlation with desirable emotional expression. Therefore, it is necessary to develop an organizational culture by applying educational programs to reduce the turnover rate of new nurses and career programs for career nurses.

• Journal of Korean Clinical Nursing Research
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• v.17 no.1
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• pp.57-69
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• 2011

Purpose: This study aimed to investigate the types of nursing organizational culture and its relationships with nurses' satisfaction with life, and job satisfaction. This study was eventually aimed to create healthier and more positive nursing organizational culture. Methods: This study utilized a descriptive correlational method to explore mediating effects of the types of nursing organizational culture on nurses' satisfaction with life and their job. Data were collected from a total of 1,801 nurses who have worked for more than 3 years in 35 different hospitals with more than 100 beds. Using SPSS 17.0 and Sobel Test Calculator, t-test, one way ANOVA, Duncan test, multiple regression and sobel test were used for data analysis. Results: The analysis showed that the nurses had a hierarchical organizational culture. Also the subjects' job satisfaction was significantly correlated with innovation, relation, and hierarchy-oriented factors and satisfaction with life. Conclusion: Innovative organizational culture is a leading factor in determining nurses' professional satisfaction. In view of the above it is recommended that strategies for creating innovative organizational culture and its application to nursing practice.

• Korean Journal of Social Welfare Studies
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• v.45 no.3
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• pp.179-207
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• 2014

The purpose of this study was to investigate the effects of the performance-oriented culture of a community welfare center on the job performance of its social workers. For that purpose, the study conducted a survey by mail with 1,162 social workers working for community welfare centers around Busan and Gyeongnam Province from January 4 to 31, 2013. Of the collected questionnaires, a total of 755 from 81 community welfare centers were used in the final analysis. This study used the SPSS 21.0, AMOS 21.0, and HLM 6.02 statistical software packages to perform data analysis for each hypothesis. The analysis results of the unconditional model of the hierarchical linear model, the unconditional random coefficient model, and the conditional model show that the job satisfaction and organizational commitment of social workers had positive (+) effects on their job performance. Secondly, customer orientation, one of the sub-elements of performance-oriented culture, had positive (+) effects on the job performance of social workers, whereas the result orientation had negative (-) effects on it. In addition, innovation orientation had no impacts on their job performance. Based on those findings, the study proposed management plans for organizational culture to enhance the job performance of social workers.

• Journal of the Korea Convergence Society
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• v.9 no.10
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• pp.589-597
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• 2018

The purpose of this study was to investigate the relationship between nursing organization culture, workplace bullying, hospital violence attitude, and psychological wellbeing. Data were collected from April 12, 2018 to April 23, 2018 for 107 nurses working at university hospital. The relationship between nursing organizational culture, workplace bullying, hospital violence attitude, and psychological wellbeing was analyzed by Pearson's correlation coefficient. The linear regression was used to identify the factors that affect the psychological wellbeing of the variables. Psychological wellbeing and workplace bullying showed a negative correlation, whereas psychological wellbeing, awareness of hospital violence attitude, innovation-oriented culture and relationship-oriented culture showed positive correlations. Relationship-oriented culture and awareness of hospital violence attitude showed 17.3% explanatory power on psychological wellbeing. Based on the results of this study, it is necessary to develop a nursing organizational culture improvement program that can enhance the psychological wellbeing of nurses.

• Journal of Digital Convergence
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• v.14 no.11
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• pp.201-224
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• 2016

The main objective of this study is to identify and analyze the factors affecting technology innovation of the innovative IT SMEs. A research model is established based on the previous studies on the technology innovation of SMEs. The model consists of independent variables (Adhocracy culture, R&D capability, IT capability, Leadership, and Appraisal & Reward), an intermediate variable (Knowledge management), and dependent variables (product/service innovation and process innovation). Major research results can be summarized as follows: IT SMEs pursuing technology innovation should: (1) pay attention to innovation oriented culture, IT capability, and evaluation & compensation systems of the company; (2) recognize that knowledge management is an essential activity performed by the company; (3) strengthen the R&D capabilities of the company by not only exerting internal efforts but establishing cooperative network with various parties; and (4) resolve the decoupling problem of the evaluation & compensation system.