• 한국산업융합학회 논문집
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• 제27권2_1호
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• pp.297-306
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• 2024

This study identified the power distance tendency of firefighters. Power distance propensity is one of the important organizational and cultural factors that influence the development of the organization. There is a big difference in the attitude of the members of the organization to perform their work according to the tendency of the distance of power. As a result of the main study, the overall level of power distance propensity of the subjects was 2.55 points on average. In particular, there was a significant difference in the propensity of power distance according to class (p<0.05). In the future, it is necessary to study the effect of job characteristics according to the rank of firefighters on the propensity to distance power. It is expected to form a positive organizational culture of the firefighting organization by utilizing the power distance tendency of the members of the organization.

• 아태비즈니스연구
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• 제11권2호
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• pp.81-98
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• 2020

Purpose - This study aims to examine the relationship between Chinese employees' collectivism orientation and organizational commitment and interpersonal helping behavior and verify the differences of such relationships between new and the previous generation of employees. Design/methodology/approach - The 262 Chinese employees participated in self-reported survey through online platform. The confirmatory factor analysis and the hierarchical regression analysis were performed to test hypotheses. Findings - We found that Chinese employees' collectivism orientation positively influenced their organizational commitment and interpersonal helping behavior. Regarding the moderating role of generation, our result revealed that while the positive relationship between collectivism orientation and organizational commitment was significant for previous generation of employees, such relationship was not valid for new generation employees. However, there was no significant generational difference in the relationship between collectivism orientation and interpersonal helping behavior. Research implications or Originality - Considering that there have been relatively few empirical studies examining the interaction between employees' cultural characteristic and generations, this study contributes to demonstrate that the positive influence of Chinese employees' collectivism orientation on organizational commitment vary depending on Chinese generations. In addition, this study provides implications that organizational leaders in China should understand that the generational difference can influence how employees' collectivism orientation leads to their attitudes towards organizations and need to establish human resource management system by reflecting generational difference.

• 한국정보시스템학회지:정보시스템연구
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• 제21권3호
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• pp.187-214
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• 2012

Supply chain management(SCM) helps firms in integrating their business by collaborating with other value chain partners to meet the unpredictable demand of the end user. Agility is the fundamental characteristic of a supply chain needed for survival in turbulent and volatile markets, which are becoming norms as product life cycles shorten and environmental forces create additional uncertainty resulting in higher risk in the supply chain management. Literature reviews reveals various factors that could affect the agility. The objective of this study is to derive interdependence, partnership, quality of information, joint problem solving, modelize the mutual influential relationship between them, and look into the influential relationship influencing the agility. To test the proposed model, we used a data set generated from survey. Date analysis was conducted using 122 respondents. We used structural equation model (SEM) implemented in partial least square(PLS). The results of this study can be summarized as follows. Interdependence had a significant impact on partnership. Partnership had a significant impact on quality of information and joint problem solving. Quality of information had a significant impact on joint problem solving. Quality of information and joint problem solving had a significant impact on agility. This study diagnoses that Inter-organizational relationship characteristics are important for supply chain agility. Inter-organizational relationship characteristics are considered as an essential factor for supply chain agility.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.149-158
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• 2013

Purpose: The purpose of the study was to identify factors related to turnover intention among Korean visiting nurses. Methods: The data from 192 of 208 nurses working in southern part of Korea were collected for analysis during in-service education in May 19~20, 2011. Descriptive statistics, chi-square tests, ANOVA, and logistic regression analysis were performed using SPSS 19.0 program. Results: Among the general characteristic factors, young, married, university graduation, lower satisfaction with income and longer work experience as a nurse were associated with higher odds of turnover intention. Organizational commitment was associated with low turnover intention. Way of coping was not statistically significantly associated with turnover intension. Conclusion: Stress from the organizational system was found to be the most important variable that explains the turnover intention in this study. Use of sensible communication methods and introduction of effective conflict resolution system is suggested to reduce turnover intention. Further research is recommended to identify the job demands and organizational systems of visiting nurses.

• 대한가정학회지
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• 제43권7호
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• pp.129-145
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• 2005

The Healthy Family Act was established in 2004 to prevent problems of the family and increase thehealthy characteristic of the general family. According to this Act, Healthy Family Support Centers (HFSCs) were founded as a new part of the family welfare institution. The purpose of HFSCs is providing various welfare services to enhance the health and well-being of families in the community. This study investigated the organizational system and evaluation strategies of HFSCs. This research comprised a descriptive study of the organizational system and evaluation strategies of HFSC. The study sample consisted of 217 faculty and field workers. Data were collected from December 2004 to January 2005 and analyzed by frequencies, mean, standard deviation and ANOVA. The results were as follows. First, HFSC's organization should consist of family education, family counseling, family culture-marketing, and network teams. Second, healthy family specialists should have a national certificate of qualifications also they should have more than master's degree level. Third, evaluation of HFSCs should be adapt an incentive system.

• 경영과정보연구
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• 제23권
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• pp.75-97
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• 2007

In the meantime hospital system of Korea has institutionally performed its errand in stable circumstance, however the system now faces with new environment of change of customer's satisfaction, of regime, deepening of competition, and opening market. Under the rapidly and complicatedly changing circumstance, the hospital system is required to promote getting a dominant position in the competition, enhancing outcome, creating value added, and customer satisfaction in both internally and externally likewise other organizations, as they continuously introduce a knowledge management and originate, accumulate, and put the knowledge to practical use. This organization capacity of knowledge management involves a process of management that requires great change of all organizations and individuals and it is brought up through four steps which are Initiation, Propagation, Integration, and Networking. The main factors of successful knowledge management are intension of the chief executive officer(CEO), organizational culture, appraisal and compensation of work, knowledge controlling system, and organizational structure, and each of these five stage has got different characteristic. To be successful by introducing knowledge management, hospital organization should be based on these premises. Not only CEO or the director of a hospital, but also the constituent members should be fully aware of knowledge, the characteristic of knowledge management, and successful factors of this operation. Should understand step-by-step characteristic of knowledge management, therefore able to analyse a situation of specific hospital and see which step corresponds to that hospital. By analysing, constituents should make up for the weak points and ready to move on to next step. CEO or the director of a hospital should be aware of knowledge management as a strategic factor which is able to get a dominant position in the rapidly changing environment, and also it should be firm in the director's intention to introduce the knowledge management into the hospital. By continuously carrying out education and training constituent members, the director of a hospital should promote their interest and participation in knowledge management, and build an organization culture that ultimately creates, accumulates, shares, and put the knowledge to practical use. The hospital organization needs to systematize an institution of objective compensation that corresponds to objective appraisal of knowledge management outcome. The hospital ought to build knowledge controlling system in stages, in order to take the initiative in rapidly changing environment. By considering the characteristic of hospital system, it is required to change the organizational structure into self-managing team which is a sort of horizontal structure that allows members to make decisions and take the responsibility by themselves. The limitation of this study is experimental study. Positive investigation about successful factors of hospital knowledge management and characteristic of each steps is expected with following study.

• 한국산학기술학회논문지
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• 제21권10호
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• pp.222-230
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• 2020

본 연구는 보육교사의 회복탄력성과 관련하여 지난 10여년 간 국내에서 연구된 석·박사 학위논문과 학술지 논문을 중심으로 관련요인들의 효과크기를 메타분석을 통해 검증하였다. 검증결과는 다음과 같다. 첫째, 보호요인의 전체효과크기는 큰효과크기를 보였고, 보호요인군 별 효과크기는 모두 큰 효과크기로 개인특성요인군이 가장 큰 것으로 나타났고 그다음 직무특성요인군, 조직특성요인군 순이었다. 둘째, 보호요인군 중 개인특성요인군의 하부요인의 효과크기는 모두 큰효과크기를 보였고, 조직특성요인군과 직무특성요인군은 중간효과크기를 보인 원장리더십과 정서노동을 제외한 모든 하부요인이 큰효과크기를 보였다. 셋째, 위험요인 전체효과크기는 큰효과크기를 보였고, 직무특성 위험요인군인 소진은 큰효과크기, 직무특성 위험요인군인 직무스트레스는 중간효과 크기로 소진이 상대적으로 직무스트레스보다 더 큰 효과크기를 보였다. 결론적으로 본 연구는 지난 20년간의 보육교사의 회복탄력성과 관련하여 선행된 연구들을 통합적으로 정리하여 객관적 결과를 살피기 위한 수량적 통합을 시도했다는데 의의가 있으며, 보육교사의 회복탄력성 증진을 위한 프로그램 개발과 정책수립에 기초적 자료를 제공하였다는데 의의가 있다.

• 간호행정학회지
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• 제10권1호
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• pp.109-120
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• 2004

Purpose: The purposes of this study are; to classify executive organizations engaged in MCH programs at 23 advanced public health centers according to each characteristic; evaluate the effectiveness of organizations engaged in MCH programs. Method: This study analyzes me data on the present conditions and evaluates the organizational effectiveness of MCH workers at 23 advanced public health centers. The organizational effectiveness of MCH organization is assessed by both MCH workers and clients who have received MCH services at the three health centers selected from me 23 advanced public health centers. Finally, this study seeks to obtain consensus among experts in the field of MCH. Results: The results are as follows. The executive organizational systems for MCH services are classified into three types: Type I (provides MCH and HP services by MCH org.); Type II(provides MCH and HP Services by HP org); and Type III(provides MCH Services by MCH org. and HP services by HP org.) at leading MCH Health Centers. The evaluation of the organizational effectiveness of MCH org. shows that Type II is the most effective in terms of teamwork, autonomy, service quality, and resource utilization. According to clients' evaluation of organizational system in the field of MCH, Type II is also me most effective. Conclusion: This study suggests that the executive organization for the MCH and HP services for maternity and children should be established in accordance with lifetime health programs in order to efficiently utilize the limited MCH and HP resources at public health centers.

• 한국콘텐츠학회논문지
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• 제11권12호
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• pp.764-773
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• 2011

현대의 경찰 활동은 경찰공무원 개인에 의한 독자적인 수행보다는 조직구성원의 상호 작용을 통해서 이루어지고 있다. 국민의 생명과 신체 및 재산을 보호하고 사회 질서를 유지하기 위한 경찰 조직의 목표 달성에 있어서 적합한 경찰공무원의 선발 및 입직 후 경찰공무원의 자질 향상과 역량 강화는 중요한 요소이다. 하지만 경찰 조직은 팀별 활동에 기반을 두고 있는 특성을 갖고 있기에 조직 특성에 적합하게 활동하고 사회질서 유지를 위해서는 무엇보다 경찰공무원들의 상호 협력이 더욱 중시되고 있다. 따라서 본 연구는 초동적인 경찰 업무 활동을 하고 있는 외근 경찰공무원으로 국한하여 이들의 사회질서 유지를 위한 조직효과성에 대한 인식 차이를 살펴보았다. 실증 분석 결과, 외근 경찰공무원의 인구사회학적 특성에 대한 개인별 변수 중에서 성별, 연령, 근무지역, 경찰서 급지, 계급, 근무기간에 따라 조직효과성 인식은 통계적으로 유의미한 차이가 있는 것으로 조사되었다. 그러나 경찰공무원의 학력과 결혼여부에 따른 조직효과성의 인식은 차이가 없는 것으로 파악되었다. 이를 통해 경찰공무원의 조직효과성을 향상 시킬 수 있는 방안이 시급히 마련되어야 할 것이고 획일적인 운영과 관리에서 탈피하여 성별, 연령별, 지역별, 경찰서 급지별, 계급별, 근무기간에 따라 세분화하여 차별화된 교육 훈련이 필요하다고 본다. 내부 구성원의 조직효과성을 향상시키고 나아가 외부 고객인 국민의 만족을 유발하여 궁극적으로 사회질서 유지에 이바지할 수 있을 것이다.

• 보건행정학회지
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• 제12권4호
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• pp.34-55
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• 2002

In this study, the impact of organizational culture on the quality of social work services in hospitals were empirically analysed. A mailed questionnaire survey was conducted between February 19 and April 10, 2001. A sample of total 70 hospitals, including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. According to coping strategy and reacting pattern with the environmental changes, four types of organizational culture in each hospital, classified as group culture, developmental culture, hierarchial culture, and rational culture, were adopted for the independent variables. Three dimensional aspects of quality of social work service - structure, process, and outcome were selected as dependent variables in this study. Also the quality of social work service was distributed into provider-perceiving quality and consumer-perceiving quality The major findings were as following in summary; First, most social workers reported that the characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, developmental culture the third, and rational culture finally in order of comparing the level of quality perceived between social worker's recognition. Second, service provider and consumer, The provider-perceiving quality showed less score than that of consumer, especially the lowest was the score of quality of outcome perceived by provider. Third, according to the types of organizational culture, there were significantly different levels of quality in total social work services, structure dimension and process dimension. The quality of outcome dimension did not show significant differences among the type of organizational culture. Finally, the most influential variables to the quality of social work service ice proved departmental form of social work unit, leader of social work unit, and developmental culture of hospital To assure quality services, accordingly, social work unit in hospital is required to be organized as a single unit, that means to be an independent department of which qualified social worker is supposed to control the unit. It is strongly recommended to develop leadership for the leaders of social work unit.