• Korean Institute of Interior Design Journal
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• v.27 no.1
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• pp.140-155
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• 2018

In response to the development of IT technology in the 21st century and the advancement of the public human rights consciousness, it has become necessary to continuously evolve the office environments to support the changes of organizational structure and work methods of the police investigation departments. As a facility standard, continuous researches on standardized design space models and guidelines of the police investigation departments are needed. In respond to the organizational changes for the convenience of the working police investigators and the protection of the human rights of the visiting public, the environmental improvement projects for the office of the investigation department of the police stations are going on since 2014. In this study, analyzation and verification of the 3 cases of pilot projects for the improvement of police investigation departments would be done, based on the policy research project in 2014: 'the standard design direction of police officers for the protection of human rights and benefit of police investigation process.' The purpose of this study is, first of all, the actual situation survey for presenting the standard design space model and guidelines of investigation department of the police department. Secondly, the validation of the spatial model adequacy for for the past 3 years' case study of the police investigation department's environmental improvements by the application of standardized design space models and guidelines. The result of this study would be to enable the more effective police department investigation environment improvement policy by presenting the standard design space models and guidelines of the investigation departments of the police facilities.

• Journal of Venture Innovation
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• v.6 no.1
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• pp.181-198
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• 2023

This study aims to analyze the influence of organizational support perception of workers in medical institutions on intrinsic job motivation, and to check whether there is significance in the mediating effect of work-family conflict and work-family balance factors in this process. The results of empirical analysis through the questionnaire are as follows. First, it was confirmed that organizational support recognition had a significant positive effect on work-family balance as well as intrinsic job motivation, and work-family balance had a significant positive effect on intrinsic job motivation. Second, it was confirmed that organizational support recognition had a significant negative effect on work-family conflict, but work-family conflict had no significant influence on intrinsic job motivation. Third, in order to reduce job stress for medical institution workers, it is necessary to reduce job intensity, assign appropriate workload for ability. And in order to improve manpower operation and job efficiency, Job training and staffing in the right place are needed. Fourth, in order to improve positive organizational support perception and intrinsic job motivation, It is necessary to induce long-term service by providing support and institutional devices to increase attachment to the current job and recognize organizational problems as their own problems with various incentive systems. The limitations of this study and future research directions are as follows. First, it is believed that an expanded analysis of medical institution workers nationwide by region, gender, medical institution, academic, and income will not only provide more valuable results, but also evaluate the quality of medical services. Second, it is necessary to reflect the impact of the work-life balance support system on each employee depending on the environmental uncertainty or degree of competition in the hospital to which medical institution workers belong. Third, organizational support perception will be recognized differently depending on organizational culture and organizational type, and organizational size and work characteristics, working years, and work types, so it is necessary to reflect this. Fourth, it is necessary to analyze various new personnel management techniques such as hospital's organizational structure, job design, organizational support method, motivational approach, and personnel evaluation method in line with the recent change in the government's medical institution policy and the global business environment. It is also considered important to analyze by reflecting recent and near future medical trends.

• Korean Journal of Culture and Social Issue
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• v.30 no.2
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• pp.101-120
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• 2024

Due to the expanding roles of corporations, the significance of Corporate Social Responsibility (CSR) has escalated, fostering continued efforts for organizations to integrate CSR into the context of recruitment. Additionally, demand for CSR authenticity is increasing. Damaged CSR authenticity can give rise to negative consequences, but research on the CSR authenticity is lacking, particularly within the realms of job search and recruitment. Consequently, this study aimed to investigate whether organizational attractiveness varies with CSR authenticity (high CSR authenticity, low CSR authenticity, and control conditions) through a scenario design. Additionally, the study examined the mediating effects of value congruence, as well as the moderating effect of moral identity in this relationship. Conducted among 300 undergraduate students, the results indicated that the organizational attractiveness was highest in the high CSR authenticity condition, followed by the control condition, and the lowest in the low CSR authenticity condition. However, the difference between the high CSR authenticity condition and the control condition was not statistically significant. PROCESS macro was employed to analyze the mediating model of value congruence. The results revealed that the mediating effect of value congruence was significant across all conditions. In sequence, examining the moderating effect and the moderated mediating effect of moral identity, it was found that these effects were significant in the high CSR authenticity condition in comparison to the other conditions. The findings of this study suggest the importance of considering CSR authenticity in the context of job search and recruitment and also, provides an insight into the mechanism through which CSR authenticity influences organizational attractiveness.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.523-531
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• 2020

The aim of this study was to determine the mediating effects in the relationships among nursing organizational culture, workplace bullying, and job stress of nurses. For the descriptive correlational study design, data were collected using a structured questionnaire from nurses at university hospitals (N=130). Statistical analysis was performed on the collected data using SPSS 22.0 statistics program. The mean scores of nurses for nursing organizational culture, workplace bullying, and job stress were 2.99±0.74, 1.85±0.65, and 2.50±0.35, respectively. Nursing organizational culture of nurses had a negative correlation with both workplace bullying (r=-0.45, p=0.001) and job stress (r=-0.61, p=0.001), whereas workplace bullying showed a positive correlation with job stress (r=0.42, p=0.001). Sobel test was conducted to verify the mediating effects, and nursing organizational culture was statistically significant as a partial mediating effect of 0.13 (sobel'z=-2.287, p<0.05) on the effect of workplace bullying of nurses on job stress. These results indicate that nursing organizational cultures need to be established to reduce workplace bullying. It is important to create a nursing work environment that can reduce job stress, a better understanding of the nursing organization cultures related to nursing tasks is crucial, and it is necessary to develop an institutional education strategy for prevention education in hospital organizations.

• Culinary science and hospitality research
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• v.17 no.4
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• pp.185-203
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• 2011

It's hard for hotel organizations to survive without adaptation to changing environment, and employees' positive attitude are required. The empirical objectives of the study include, firstly, to identify individual factors to influence hotel employees' attitude toward organizational change, secondly, to investigate the effects of the individual factors on their attitude toward organizational change mediated through trust in management Derived from existing literature, three underlying dimensions of the individual factors are given; (1) satisfaction with information, (2) freedom to express opinion, and (3) input from employees. An experimental design is applied to test four hypotheses that reflect the research questions. Five star hotels in Korea are targeted to be surveyed. A total of 156 faithful cases out of 300 cases are analyzed in this study. Descriptive statistics and multivariate analysis of variance, and SEM are utilized employing the SPSS and AMOS 7. Results of this study indicate that satisfaction with information, freedom to express opinion, and input from employees are significantly related to hotel employees' attitude toward change mediated through trust in management. At the same time, it shows that trust in management directly influences their attitude toward organizational change. In conclusion, the findings of the study contribute to hotel organizational development.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.523-534
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• 2020

The research objective was to find out how Total Quality Management (TQM) mediates antecedents of employee performance variables? The research was conducted with a quantitative approach while the research design was cross sectional. The research model was tested using the structural equation modeling approach with partial least square analysis tools to test the influence among research variables. The research sample consisted of 315 respondents who answered a questionnaire in August-September 2019 at manufacturing companies in East Java. The results showed that situational leadership did not affect employee performance, but did affect the successful implementation of TQM. The performance measurement system has no direct effect on employee performance. The performance measurement system has a direct effect on employee performance. Organizational culture has a direct effect on both employee performance and the application of TQM, so that the application of TQM can improve employee performance. TQM implementation variable acts as a mediation between situational leadership and organizational culture on employee performance. The relationship that was originally a direct influence turned into an indirect effect through TQM. The TQM variable is not proven to be an intervening variable between the performance measurement system and employee performance. There is a direct relationship between these two variables.

• Journal of Distribution Science
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• v.18 no.6
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• pp.57-62
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• 2020

Purpose: The present study offers merger and acquisition (M&A) strategy based on prior studies to assist the organizational practitioners in two companies' cultures. In the analysis, a M&A plan to guide the evolving principles was created by present authors using change management model. Research design, data, and methodology: The successful M&A integration is setting goals, reconfiguring the cultural systems to align them with business goals. The employees must be involved, particularly with organizational change. Both companies also ought to undertake employee training following the resolving of worries and needs of employees. Finally, restructuring can include the moving of employees from areas where they may be struggling. Result: Discussing and trying to come to an agreement over which mode of acculturation would be most suitable in that particular state is the main focus. Practitioners of both Company A and Company B might find it much simpler to continue their focus and dynamism in the process of cultural integration. Conclusions: We believe that our approach adds an insight in the M&A literature. Managers at all levels of both organizations must take part in the process of M&A for both organizational cultures to come in sync and for change to take place.

• Journal of Distribution Science
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• v.15 no.1
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• pp.57-70
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• 2017

Purpose - This study examined the effects of CRM success factors on business performance and customer performance, and the effects on job performance and customer performance through internal member satisfaction by considering of technology, organizational environment and customer relationship factors in CRM success factors from banking sectors. Research design, data, and methodology - An online questionnaire was conducted to 251 employees in banking sectors. The data were analyzed by SPSS 22.0 and Amos 21.0. CRM success factors, internal member satisfaction, job performance, and customer performance were analyzed by descriptive statistics and Pearson's correlation analysis. The bootstrapping in structural equations was conducted to verify the mediating effect of internal member satisfaction. Results - Internal members' satisfaction had a positive effect on job and customer performance. It mediated the relationship between organizational environment, customer relationship factors and job performance. It also mediated the relationship between organizational environment and customer performance. Conclusions - If internal members' relationship with customers is improved by the members' satisfaction, customer retention, customer satisfaction, and work performance will be achieved. The stability and usability in CRM system support jobs effectively, but the internal members did not feel their job satisfaction. Thus, they did not show a positive effect on job and customer performance.

• Safety and Health at Work
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• v.7 no.3
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• pp.225-230
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• 2016

Background: This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. Methods: A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. Results: The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. Conclusion: Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

• The Journal of Korean Society for School & Community Health Education
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• v.7
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• pp.87-99
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• 2006

Objectives: This study is to draw the design of the program which is improve school health promotion participation by applying the Social Ecological Model based on the literature review on the health promotion. Methods: Literature review was carried out based on 5 factors of social ecological model using computer search engines of Google, ProQuest, and Riss4U. Results; Social Ecological Model is consist of individual, interpersonal, institutional/organizational, community, and policy. Individual sphere is drawn from Health Belief Model, interpersonal sphere is Social Support Theory, institutional/ organizational sphere is institutional resources theory, community sphere is community model, and policy sphere is Social Marketing Theory. The literature review show that the important variables affecting health promotion exist in each sphere. Individual sphere has social economic status, age, sex, sensitivity and specificity of illness, self-efficacy. Interpersonal sphere has support and use of family, friend and neighbor. Institutional/Organizational sphere has environment service reliability and utility. Conclusions: Community sphere has distance, neighborhood safety, interrelationship among institutions. Policy sphere has cost, legislation advertisement, lobby and concern and leadership of Institution.