• Quality Improvement in Health Care
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• v.9 no.2
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• pp.148-163
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• 2002

Background : The personnel of emergency department have been under tremendous pressure to manage unexpected emergency situations and excited patients. And interpersonal conflict has existed always, because emergency department was consisted of various personnel of their own specialty. The patient's satisfaction has to come from the personnel's satisfaction. The purpose of this study was to evaluate emergency department personnel's job satisfaction and its related factors and to improve quality of emergency medical service Methods : A self-administered questionnaire survey to the emergency department personnel was conducted between September 1 and October 31, 2001. The response rate was 90.2%. Using SAS program (Version 6.12), the collected data was analyzed by frequency, ANOVA, multiple comparison, Pearson correlation procedure, and stepwise multiple regression analysis. Result : The analysis of related factors of job satisfaction showed high score of interpersonal interaction (3.246), professional prestige (3.095), autonomy (2.916), task requirements (2.701), organizational requirements (2.444), and pay (1.953) in order of item mean. Professional prestige (0.498), task requirements (0.464), and organizational requirements (0.408) were highly positive correlated with overall level of job satisfaction. The factors influencing the job satisfaction were professional prestige and task requirements which explaining efficacy were 37.6% and 32.2% respectively. The total explaining efficacy was 33.6%. Conclusion : It was found out that emergency department personnel's job satisfaction can be raised by promoting professional prestige and task requirements. The personnel of emergency department have to be satisfied through their job, and the administration of the hospital has to pay more attention to their employees' job satisfaction and it related factors.

• Journal of Korean Academy of Nursing
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• v.22 no.3
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• pp.316-324
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• 1992

The purpose of this study was to develop a ratio scale to measure job satisfaction of nurses and health workers in health centers. Of the 224 health centers in Korea, 105 were drawn as the sample using disproportion리 stratified random sampling. The data collection period was from May 1 to June 30, 1990 and 771 nurses and health workers working at 75 health centers participated. Subjects were instructed to rate, according to the level of satisfaction, from one to four points, 42 items revised from the tool made by Stamps et. al. (1978). The internal consistency reliability of the tool was measured by Cronbach $\alpha$ and the corrected item-total correlation coefficient. As a result of the item analysis, one item was excluded since the item had negative correlation with total items. As a result of factor analysis on the 41 items with varimax or above. Labeling and numbering of 6 factors were as follows ; factor 1 (8 items) ; Professional status of job. factor 2 (6 items) ; Interaction. factor 3 (8 items) ; Autonomy. factor 4 (8 items) ; Administration. factor 5 (7 items) ; Pay. factor 6 (4 items) ; Job(Task). Further studies are needed to identify the relationship between this tool and the effectiveness of the health center and more research is needed for generalization.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.495-507
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• 2020

The paper examines the determinants of employee engagement in the not-for-profit organization (NFPO) sector. A structured questionnaire survey of 205 NFPO employees in Vietnam was employed, preceded by in-depth interviews with NFPO associates and managers. After a multiple regression analysis to study the impact of five independent variables on one dependent variable, the study reveals that Work design and Work-life balance are positively and significantly associated with employee engagement. Of which, Work design is measured by the level of job fit, job autonomy, job challenge, and job meaningfulness. On the other hand, Work-life balance involves measurement aspects consisting of how reasonable the workload is and organizational support. Meanwhile, different from the business world, Leadership, Learning and Development, and Recognition do not show statistically positive impacts on employee engagement in NFPOs. Still, they are crucial back-supporting factors to ensure employee experience at work. Further, the study finds that personal growth contributes a great part to keep employees in the sector motivated. This paper brings the area of study to the forefront in an effort to benefit the practice of human resources management in NFPOs as well as support employees in the sector with a higher quality working experience.

• Journal of Korean society of Dental Hygiene
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• v.17 no.5
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• pp.735-745
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• 2017

Objectives: This study was conducted to provide a basic set of data on the correlation relationship between the internal external satisfaction and organizational commitment of dental hygienist. Methods: The research subjects were a total 264 numbers of dental hygienists in Busan and Gyeongnam. The study was conducted from July 1 to August 30, 2016. Structured questionnaires were used for analysis. The collected data was analyzed using IBM SPSS. Statistics 20.0. Results: Job satisfaction according to general characteristics showed high internal satisfaction and external satisfaction in age and prime duty, and internal satisfaction in career. The factors affecting organizational commitment were sub-factors of job satisfaction, external satisfaction and internal satisfaction. Conclusions: The atmosphere composition must be to improve that in the dental clinic, the dental hygienist's scope of work, autonomy, and sense of accomplishment through job the organizational commitment of the dental hygienists. This should be supported by the effective management of human resources, salary structure and the improvement of the system.

• Industry Promotion Research
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• v.8 no.3
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• pp.37-50
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• 2023

The purpose of this study is to study the impact of knowledge sharing behavior, self-efficacy, team collaboration, and job autonomy on organizational innovation among the smart work characteristic factors for members of small and medium-sized venture companies, and to study the differences according to generation/digital literacy level. It is to provide implications so that it can be reflected in the organizational innovation of venture companies. As a result of the analysis, it was found that knowledge sharing behavior and team collaboration had an effect on organizational innovation, while self-efficacy and job autonomy did not affect organizational innovation. In addition, as a moderating effect, it was confirmed that there were differences in self-efficacy and team collaboration according to the level of digital literacy, and differences in knowledge sharing behavior, self-efficacy, and team collaboration by generation. Therefore, in this study, we identified important influencing factors for organizational innovation according to changes in the smart work environment of small and medium-sized venture companies, and suggested ways to secure corporate competitiveness. It suggests that organizational innovation can be strengthened only by confirming the relationship between organizational innovation and finding ways to develop and utilize differentiated capabilities.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.185-202
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• 2023

The COVID-19 pandemic catalyzed major changes in our work environment, underscoring the critical role of workplace flexibility. While a wealth of research exists on specific flexible work strategies and schedules, a broader understanding of workplace flexibility has been somewhat overlooked. This study aimed to bridge this gap by examining the correlation between workplace flexibility and organizational commitment. Our sample consisted of 300 employees from foreign businesses in the ICT(information and communications technology) service sector and the manufacturing industry, along with those from the top 50 leading Korean enterprises. We bifurcated workplace flexibility into two distinct categories for this study: quantitative and qualitative. Our results revealed that within the quantitative category, the flexibility of continuity of work and flexible place significantly enhanced organizational commitment. Interestingly, the flexibility of work schedules didn't have a marked impact on commitment levels. On the qualitative side, job autonomy and teamwork emerged as significant drivers of organizational commitment. It's worth noting that qualitative aspects of workplace flexibility had a more pronounced effect on organizational commitment than the quantitative elements. These findings highlight the necessity of approaching workplace flexibility from a comprehensive perspective, embracing both its quantitative and qualitative dimensions. For businesses aiming to maximize the benefits of flexibility, it's essential to cultivate a culture of open communication, champion collaboration, and prioritize job autonomy and teamwork. Establishing a work environment that actively supports feedback-oriented communication stands as a key component in this endeavor.

• Information Systems Review
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• v.24 no.4
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• pp.119-142
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• 2022

Organizations are attempting a digital transformation that converts physical business processing into virtual business processing. Through this digital transformation, organizations are overcoming time and space constraints and creating competitiveness. The digital transformation of this work environment has been accelerated as many organizations have implemented remote work due to the recent COVID-19 pandemic. This study focused on business process virtualizability, which is the result of the rapid digital transformation of the work environment. Business process virtualizability is the resulting quality, such as the suitability or excellence of business processing in a virtual environment. This research model is the effect of process, IT and organizational characteristics on business process virtualizability. As a result of the verification of people who have experienced remote work in a virtual environment, first, it was confirmed that, in terms of process characteristics, sensory requirements affect business process virtualizability, but relationship requirements, synchronism requirements, and identification and control requirements do not. Second, in terms of IT characteristics, it was confirmed that representation and reach affect business process virtualizability. Third, it was confirmed that, in terms of organizational characteristics, job autonomy affects business process virtualizability, but evaluation unfairness does not. This study found that representation and reach of IT had the most significant influence on business process virtualizability, job autonomy was next, and sensory requirements had the lowest influence. This presents practical implications for organizations to increase the success potential of business process virtualizability.

• The Journal of the Korea Contents Association
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• v.14 no.7
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• pp.161-168
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• 2014

This paper with Korean to promote decentralized countries, considered previous studies related to decentralization. Next, with target scholars and professionals looked at the evaluation of the degree of decentralization and the direction. Last deduced the task of decentralization. The decentralization task is first, expansion of organizational autonomy. The organization of local government determined based on the content of the job is desirable. Second, the personnel operating is secured autonomy. Local government officials and staff is independent and uniformly control. And it is necessary to recruit such as checks and supervision of the relevant local councils and civil society. Third, the financial decentralization is the expansion. The expansion of fiscal decentralization First, determined the expansion of municipal law prescribed by the regulations within the scope of local autonomy. Next, the local switch through national expansion of fiscal decentralization is necessary. In addition, the expansion of fiscal decentralization need the expansion of the local income tax and the expansion of local consumption tax.

• The Korean Journal of Franchise Management
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• v.7 no.2
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• Korean Journal of Social Welfare
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• v.58 no.2
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• pp.355-375
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• 2006

The objective of this study examined the effect of job characteristics on the job satisfaction of social worker employed by 1st social agency, hospitals. Data were collected by 240 social workers. Based on Hackman and Oldham's(1975) theory of core job characteristics, this study was to defined other element of job characteristics, in social worker's duties, focused on moderating effect of self-confidence for job satisfaction, and compared to social worker's job characteristics between 1st social agency and hospitals. The results of this study were summarized as follows; first, job autonomy, feedback among Hackman and Oldham's 5 core job characteristics showed positive influence on job satisfaction. The other job characteristics found out significantly effected social worker's job satisfaction than Hackman and Oldham's 5 core job characteristics. Second, identities of social worker's job, cognition of professional level, necessity, and self-confidence variables were found to have a statistically significant strong relationship with job satisfaction of 1st setting social worker. The other side, necessity, self-confidence, sex, social worker's academic career variables positive influenced medical social worker's job satisfaction. Third, the moderating variables which had significant difference among social worker's working conditions. 1st setting social worker's self-confidence partial moderated the effect of job characteristics on social worker's job satisfaction. But, medical social worker's self-confidence not moderated the effect of job characteristics on job satisfaction. As a result, Social worker's job satisfaction depended on job characteristics and self-confidence. Therefore, to assure the job satisfaction, redesign for social worker's job characteristics, reinforced their self-confidence. Staff-development education program, supportive environment, supervision program is strongly recommended.