• 중소기업융합학회논문지
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• 제6권1호
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• pp.1-5
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• 2016

본 연구는 정보화경영체제의 운영이 조직행동 및 구성원의 성과에 미치는 영향을 파악할 수 있는 모형을 개발하고자 하였다. IMS의 운영과 조직성과에 대한 조사를 통하여 양자 간의 상관관계를 찾고자 하는 것이다. 그 결과 IMS를 인식하는 수준은 조직성과의 수준은 결정한다는 것을 발견하였으며 조직성과를 증진시키고 지속적인 경영을 수행하기 위해서는 IMS가 주요변수가 될 수 있다는 점을 제시하게 되었다. 향후 조직성과 분석과 효율적인 IMS의 운영방법에 대한 논의가 요구된다.

• 한국병원경영학회지
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• 제8권3호
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• pp.72-91
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• 2003

The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.

• 스트레스연구
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• 제26권4호
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• pp.327-331
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• 2018

조직의 효율적 인적자원관리를 위해서는 여성관리자 본인과 조직구성원에게 영향을 미치는 여성관리자의 직무만족을 높이기 위한 방안을 모색하는 것이 필요하다. 이에 본 연구에서는 여성관리자의 직무스트레스와 관리효능감이 직무만족에 미치는 영향과 관리효능감의 조절효과를 탐색하였다. 연구대상은 여성관리자 1,537명으로, 2014 여성관리자패널 자료를 활용하였다. 연구결과 수입, 직무스트레스, 관리효능감은 직무만족에 통계적으로 유의한 영향을 미쳤다. 또한, 직무스트레스와 직무만족과의 관계에서 관리효능감의 조절효과가 통계적으로 유의하였다. 본 연구 결과는 직무만족을 높이기 위해서는 여성관리자의 관리효능감 증진이 인적자원관리 차원에서의 필요하다는 것을 확인하였다는 점에서 의의가 있다.

• 대한물리의학회지
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• 제5권2호
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• pp.183-192
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• 2010

Purpose : This study purposes to suggest some basic data for the efficiency of a hospital management by drawing out the efficient ways to manage manpower to professionalism of rehabilitation service. Methods : The study used the questionnaire written by respondents themselves, and conducted the regression analysis on the relationships among the job characteristics, the empowerment and organizational commitment. Rusults : Among job characteristics, the wage was the influential factor on the empowerment(psychological, structural), and the specialty physical therapist license was the factor affecting on the psychological empowerment. Among the psychological empowerment factors, the higher meaning of his/her existence, the lower self-decision level, the higher structural empowerment are, the higher organizational commitment was. Conclusion : There were not identified any significant job characteristics influencing on the organizational commitment. Among the structural empowerment factors, the apply of job performance was the largest factor affecting on the organizational commitment.

• Journal of Preventive Medicine and Public Health
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• 제28권3호
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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.

• 간호행정학회지
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• 제12권2호
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• pp.276-286
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• 2006

Purpose: The purpose of this study was to analyze the effects of self-efficacy and collective-efficacy on job stress in the nursing staff. Method: This study surveyed 160 nurses in three general hospitals in the Seoul and Gyung-gi province for two months starting in September 2004. The questionnaire consisted of 54 questions about job stress, 10 questions about self-efficacy, and 7 questions about collective-efficacy. The answers were on a scale rating of 5. The answer sheets were analyzed with descriptive statistics, the t-test, ANOVA, the tukey test, the Pearson correlation coefficients and stepwise multiple regression using SAS version 8.2. Result: The average job stress rating of the nurses was 3.11. The average self-efficacy and the average collective-efficacy were 3.41 and 3.39, respectively. The age, working department, income level, shift-work and hospital have influence on job stress. Efficacies such that self-efficacy and collective-efficacy have influence on job stress. The much efficacy makes the less job stress. The stepwise multiple regression revealed that the significant predictor of job stress was working department and hospital. Conclusion: This study showed that collective-efficacy as well as self-efficacy reduces job stress, so nursing intervention methods should promote collective-efficacy. The collective-efficacy improvement program should be developed to improve job performance, to improve cohesion of nursing units, and to improve satisfaction on the job. The next research could be to develop collective-efficacy improvement programs for nursing units.

• 한국직업건강간호학회지
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• 제29권1호
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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.

• The Journal of Asian Finance, Economics and Business
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• 제8권4호
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• pp.1021-1032
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• 2021

This research identifies the main factors of the psychological climate that directly affect the performance of banking employees in Vietnam. Besides, this research also takes into consideration the differences in gender, age, educational level, and income on working performance. A survey was obtained from 207 employees working at joint-stock commercial banks and the analysis was handled with SPSS 20 software supports. The result shows that the measurement scales meet the requirements of validity and reliability. Regression analysis demonstrates that there are four factors directly affecting the working performance: friendliness, personal development and learning opportunities, straight and open communication, and the support from the senior management. These four factors have created a healthy psychological climate in the banks, where employees will feel comfortable and happy to improve work performance. Furthermore, this research has found that the higher the income, the more efficiently employees will work. The results of this research contribute to the measurement scale of working environment factors. At the same time, this research also proposes some recommendations for organizational managers to build a reasonable working environment that can inspire a sense of mental comfort for employees to work at their full capacity and to achieve the highest performance.

• 대한지역사회영양학회지
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• 제20권3호
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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.

• 한국데이터정보과학회:학술대회논문집
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• 한국데이터정보과학회 2006년도 PROCEEDINGS OF JOINT CONFERENCEOF KDISS AND KDAS
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• pp.253-265
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• 2006

국내 의류산업은 패선 의류상품 기획력과 마케팅의 강화, 전문 고급인격의 양성, 전산화와 정보화 시스템을 확충시킨다면 고부가가치를 창출하는 패션산업으로 성장할 수 있는 잠재력을 효과적으로 활용하기 위해 우리나라 패션기업의 근무여건에 대한 연구를 실시하였다. 본 연구에서는 패션기업의 현황을 먼저 살펴보고 여러 가지 근무여건에 관한 문제점을 분석, 진단하고 그 결과를 토대로 하여 패션기업의 합리적인 경영과 발전을 도모할 수 있는 종업원의 근무만족도 및 역할성과에 미치는 영향에 관한 개선 방안을 모색하고자 한다. 직무특성과 직무자체만족도의 관계에서는 직무다양성, 직무중요성, 직무자율성의 요인이 직무자체 만족도에 유의적 영향을 미치는 것으로 나타났으며, 직무가 다양하고 중요성과 자율성이 높아질수록 직무만족도가 높아지는 것을 알 수 있다. 그리고 회사생활에 있어 회사에 대한 자긍심과 충성심이 높아질수록 동료만족도가 높아진다는 것을 알 수 있다. 또 회사생활에 있어서 직원들이 복지제도에 대한 만족도가 놀아질수록, 복지혜택에 대한 만족도가 낮아질수록 동료만족도가 놀아진다는 것을 알 수 있다.