• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• 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.

• Journal of Distribution Research
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• v.12 no.4
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• pp.79-108
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• 2007

In this study, we measured customers' perception of organization citizenship behaviors of employees which are known as the important factor for improving performance of companies, and examined the path relationship among related variables such as service quality, customer satisfaction, trust, and positive word of mouth. Although there have been many studies of OCB in the marketing field, the majority of these studies measured employee's OCB from the organization's perspective. This study has extended the prior studies by measuring employee's OCB from the customer's perspective. Customers of beauty salons and public houses were researched such that OCB may be applied to more various customer contact situations. The result is as follows. First, employees's OCB had a direct effect on perceived service quality and trust, and had an indirect effect on customer satisfaction. It means that customers evaluate the service quality of employees and trust frontline employees when they observed employees helping other organizational members, orientated customer facilitation beyond the regulated role and showed positive attitudes for their organization. As a result, customers feel more satisfied. Secondly, OCB had an indirect effect on positive word of mouth through mediation of service quality, satisfaction, and trust. Finally, consumer facilitation had the largest effect on consumer attitude among three dimensions of OCB-consumer facilitation, organization involvement, and sportsmanship. We understood the relationship between frontline employee's OCB and customer attitudes, and the necessity of multidimensional approach in measuring employee's OCB from the customer's perspective.

• Journal of Korean Library and Information Science Society
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• v.9
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• pp.179-211
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• 1982

Many problems which today's research libraries are confronted with should be taken the measures to find some solutions in any ways. The purpose of this study is to identify the main stream of chaining of research libraries as an existing collector and distributor of scholarly information into a communication system adopting the concept of resource sharing and on-line bibliographic search as some possible ways for solutions. The conclusions of this study can be summarized as follows: 1) The research libraries will be imposed on more and more responsibilities to be a reservoir of the intellectual heritage of an individual, a nation and mankind. 2) The research libraries in the near future will have to develop their collections in the new environment of austerity with the limited budget. 3) It is more desirable for the future research libraries to have the attitude that they are in the business of information and communication rather than being an entity as "a library". 4) The resource sharing developed to solve the severe problems confrontal by research libraries will improve the organizational and technical mechanism for the access to the scholarly information. 5) The research libraries will produce more and more bibliographic database to expand the library materials which can be available and shared. 6) Though on-line search service will be sure to provide a considerable profit to the scholarly information users, it will take a long time for this service to be popularize because of the high ratio of service fee. 7) Two problems should be solved for the efficient service by on-line search. One is the continuous, updating training for the professional librarians. The other is that the common efforts for the quality control and standardization of data base by the data base producers should be made. 8) Taking all the items of the conclusions derived from the study of research libraries mainly in the United States into a consideration, the followings should be paid an attention. - The status-quo of the research libraries in Korea should be analyzed in very detailed and accurate way. - The problems of research libraries in Korea as the major scholarly communication system should be clarified based on the analysis. - The measures for the problems should be taken in the light of the unique characteristics of korean environment. - For the developing the most efficient measures, the formal organize action to lead and govern the long-aimed study on the problems of research libraries should be established and the government-level su n.0, pport for the legislation and finance should be provided for the realization of the result of the study.

• Management & Information Systems Review
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• v.36 no.4
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• pp.103-116
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• 2017

The objective of this study is to examine the effect of the serve employee which is thought as important but has not been studied almost on the response actions to the customer and organization. we tried provide the administrative implications for the black consumer management. This study built a exploratory empirical model that there is causal relationship of the service sector employee on the attitude to the customer and organization on the base of the exploratory consideration. To test hypotheses empirically, the questionnaire data were collected from 262 members of service sector in Busan and was analyzed by using Regression Analysis. Results of empirical analysis are as follow. 1) perceived black consumer behavior which service sector employee has the significant positive effect on the misbehavior to the customer. looking in detail, repetitiveness, insistence, deception, excessiveness are significant positive effect on the misbehavior to the customer. 2) perceived black consumer behavior which service sector employee has the significant positive effect on the misbehavior to the organization. looking in detail, excessiveness only have a positive effect on the misbehavior to the organization. 3) The significance of this study indicates that encourage plays a role as moderating variable influencing the relationship between perceived black consumer behavior and employee misbehavior. Specifically, The significance of this study indicates that encourage plays a role as moderating variable influencing the relationship between perceived excessiveness which the demension of the black consumer behavior and employee misbehavior. Lastly, this study suggested the implication of the result, the limitation and the direction of future study. The results of this study provide suggestion to the company.

• Korea Journal of Hospital Management
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• v.9 no.3
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• pp.98-127
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• 2004

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of hospital organization management. The subjects of this study were 510 employees in 1 University Hospital and 3 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from April 26 to May 7, 2004 through survey questionnaires. The main results of this study were as follows: First, From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In University hospitals, males than females, and those who had senior officer posts in labor union showed higher positive correlation with the attitude of their colleagues. In general hospitals, those who had served in Union for shorter period showed higher commitment in union. Second, When looking into the major influencing factors on the level of commitment in labor union according to their jobs, male administrators showed higher positive correlation in the level of commitment in labor union and the relationship with union. Among nurses, those who had lower education level, those who had higher job satisfaction, those who had higher emotional attachment to their job, those who had better relationship with union and better satisfaction in union showed higher commitment level. In medical technicians, those who had higher emotional attachment to their job showed higher commitment level. To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, emotional attachment to their jobs, union satisfaction factors, their colleagues attitudes toward union and thee atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as job satisfaction is important determinant in union commitment, hospital managers should have countermeasures to enhance the job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• Journal of dental hygiene science
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• v.15 no.4
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• pp.465-471
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• 2015

The purpose of this study was to investigate the effects of educational training and psychosocial characteristics such as self-efficacy and social support on job involvement in dental hygienists. A total of 418 dental hygienists who were working in S, I and G area were recruited in this study. A self-administered questionnaire was used to evaluate individual and job characteristics, educational training, self-efficacy and social support of the study subjects. Hierarchical regression analysis was performed to examine the relationship of individual and job characteristics, educational training, self-efficacy and social support to job involvement. All statistical analyses were performed using the IBM SPSS Statistics ver. 20.0 for Windows, and p<0.05 was considered significant. The results show that learning experiences of liberal arts or social sciences as a part of college curriculum (t=-2.406), self-efficacy (t=3.728) and social support at work (t=4.391) were significantly associated with job involvement in dental hygienists. Dental hygienists who were having experiences of liberal arts or social sciences as a part of college curriculum, showing higher levels of self-efficacy, and receiving adequate social support from supervisors or coworkers at work were more likely to feel job involvement. They explained 17.4% of total variance of job involvement. This result suggests that experiences of liberal arts or social sciences as a part of college curriculum, higher levels of self-efficacy, and adequate social support from supervisors or coworkers at work might play an important role in increasing job involvement of dental hygienists. It is strongly required to develop individual and organizational program or training to promote a positive attitude to their job as a key professionals in the field of dental health, and to increase job involvement of dental hygienists.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.1 no.1
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• pp.53-70
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• 2006

This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Journal of the Korean Society for Railway
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• v.20 no.3
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• pp.423-431
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• 2017

This study analyzed the educational background, career, and post-retirement activities of notable bureaucrats employed at Chosun Railway Bureau during the Japanese colonial period in Korea. First, significantly, most railway bureaucrats were of Japanese origin, being specialized in railway operations and adjusted to occupation in a reserved organizational environment for a considerable time period. Second, the Japanese showed explicit eagerness to work at the Chosun Railway, which fitted their ideology of railway bureaucrats. In addition, almost 60% of the bureaucrat population had strong educational experience from Tokyo Imperial University, which is equal to the percentage of graduates from other institutions operating during the Japanese colonial period. Moreover, in the very early period of building the railway system, the demand for specialists was higher than for other jobs and divisions because of the railroad's complex infrastructure, which resulted in high job appointment rates. In a similar sense, based on a strong affiliation of bureaucrats with railways, the number of bureaucrats from Japanese Railway Worker's Bureau was higher initially because of bureaucrats from South Manchurian Railway Company. These changes essentially contributed to alteration of bureaucrats' awareness and created a more positive attitude regarding the Chosun Railway. In the meantime, as opposed to the Taiwan and Manchurian Railways, both Chosun Railway and the Taiwan Railway were operated in compliance with strong bureaucratic traditions.

• International Journal of Computer Science & Network Security
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• v.22 no.12
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• pp.63-70
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• 2022

The essence of the definition of "tolerance" is analyzed. Motivational, knowledge and behavioral criteria for tolerance of future teachers are highlighted. Indicators of the motivational criterion are the formation of value orientations, motivational orientation, and the development of empathy. Originality and productivity of thoughts and judgments, tact of dialogue, pedagogical ethics and tact are confirmed as indicators of the knowledge criterion. The behavioral criterion includes social activity as a life position, emotional and volitional endurance, and self-control of one's own position. The formation of tolerance is influenced by a number of factors: the social environment, the information society, existing stereotypes and ideas in society, the system of education and relationships between people, and the system of values. The main factors that contribute to the education of tolerance in future teachers are highlighted. Analyzing the structure of tolerance, it is necessary to distinguish the following functions of tolerance: - motivational (determines the composition and strength of motivation for social activity and behavior, promotes the development of life experience, because it allows the individual to accept other points of view and vision of the solution; - informational (understanding the situation, the personality of another person); - regulatory (tolerance has a close connection with the strong - willed qualities of a person: endurance, selfcontrol, self-regulation, which were formed in the process of Education); - adaptive (allows the individual to develop in the process of joint activity a positive, emotional, stable attitude to the activity itself, which the individual carries out, to the object and subject of joint relations). The implementation of pedagogical functions in the information society: educational, organizational, predictive, informational, communicative, controlling, etc. provides grounds to consider pedagogical tolerance as an integrative personal quality of a representative of any profession in the field of "person-person". The positions that should become conditions for the formation of tolerance of the future teacher in the information society are listed.