• Journal of Korean Public Health Nursing
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• v.27 no.1
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• pp.16-26
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• 2013

Purpose: The aim of this study was to identify a conceptual link between role conflict, job satisfaction, and organizational commitment, with a specific examination on how job satisfaction mediated the relationship between role conflict and organizational commitment, among community healthcare workers. Methods: Participants were 119 community healthcare workers of the Seoul Preventive Project for Metabolic Syndrome at 15 community health centers. Descriptive analysis, correlations analysis, and multiple regression analysis were used for statistical analysis of our data. Additionally, Sobel's test was used to verify the significance of the mediating effect. Results: An inverse association between role conflict and organizational commitment was found (beta=-0.53, p<.001). This relationship was fully mediated by job satisfaction (z=-6.43, p<.001). Conclusion: Job satisfaction mediates the effects of role conflict on the organizational commitment of healthcare workers in community health centers. Strategies for improving the components of job satisfaction are needed to achieve better outcomes in organizational commitment in the Seoul Preventive Project for Metabolic Syndrome and possibly other work settings.

• Korean Journal of Childcare and Education
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• v.15 no.4
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• pp.1-20
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• 2019

Objective: This study was conducted to examine the mediating effects of play teaching efficacy in the relationship between the organizational health of teacher workplaces and the creative personality of the teachers. Methods: The Pearson product-moment correlation analysis and one-way ANOVA were conducted for data analysis using SPSS 25.0. For mediating analysis, Baron & Kenny's (1986) multiple regression analysis using SPSS 25.0 and the Sobel test were also implemented. Results: There were significant differences in the organizational health of the workplaces according to age, years of working experience, type of workplace, and daily working hours. For play teaching efficacy, there were significant differences according to age, education level, years of working experience, type of workplace, and daily working hours of the teacher. On the other hand, significant differences were found in terms of age and education level in relation to the teacher having a creative personality. Play teaching efficacy was found to have a full mediation effect on the relationship between the organizational health of the workplace and the creative personality of the teacher. Conclusion/Implications: The organizational health of the workplace and play teaching efficacy should be improved in order to enhance the creative personality of teachers in early childhood education.

• The Korean Journal of Health Service Management
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• v.6 no.3
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• pp.141-155
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• 2012

The purpose of this study is to analyze the effects of job stress on job attitude among nurse practitioners, determine moderating effects of perceived organizational support in this process, and provide preliminary data to devise a scheme for managing job attitude effectively in nursing manpower. The research model was composed of 7 sub-variables of job stress, which was a independent variable; job attitude, which was a dependent variable, was divided into job satisfaction and organizational commitment; and variables of moderating effects included perceived organizational support. The data for empirical analysis of the model were collected from 300 nurses working in one university hospital and two general hospitals in Busan by using structured self-administered questionnaires. The main results of empirical analysis were as follows: Perceived organizational support was effective in preventing job stress from worsening job attitude. Moderating effects of perceived organizational support were found to exist in relations between job stress and organizational commitment. These results imply that a sense of organizational support has both direct and moderating effects on job attitude and can be a good means of managing job attitude.

• Health Policy and Management
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• v.21 no.2
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• pp.309-328
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• 2011

In order to effectively attain the objectives of an organization, it is important for the leader to provide an environment where members can co-exist and mutually advance, and also to have an emotional impact on them. This study examines the structural relationship among emotional intelligence in leadership, organizational commitment, job satisfaction, turnover intention, and organizational performance effects of emotional leadership in the nursing profession of a general hospital. A structured questionnaire was sent to 550 nurses in 11 general hospitals in Seoul Metropolitan City, among which 350 responses were used in the analysis. The independent variable, emotional intelligence in leadership, was measured by 18 items, including self-awareness, self-regulation, social awareness and relationship management. The dependent variable, organizational effectiveness, consisted of 46 items, including 15 items regarding organizational commitment, 20 items on job satisfaction, 3 items on turnover intention and 8 items on organizational performance. The structural equation modeling technique was used to identify the impact of emotional intelligence in leadership on organizational effectiveness. The results of the analysis show that the emotional intelligence in leadership of superior nurses has a significant impact on the nurses'organizational commitment and job satisfaction. While the direct effect on turnover intention and organizational performance was not significantly high, organizational commitment and job satisfaction were parameters in low turnover intention and high job performance. In conclusion, emotional intelligence in leadership is critical as nursing services in hospitals are based on interpersonal relationships. Therefore, by developing appropriate programs and training, hospitals can anticipate improved self-awareness, self-regulation, social awareness and relationship management of nurses, and further improve the effectiveness of the nursing profession.

• International Journal of Contents
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• v.8 no.1
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• pp.82-87
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• 2012

Organizational improvisation, the convergence of planning and execution, has emerged as an alternative approach to the limitations in strategic planning. Organizational improvisation has a significant impact not only on organizational performance, but also on market orientation, which has emerged as a key issue in the field of technology commercialization. This study investigates both the effect of organizational improvisation on market orientation, as well as the effect of environmental turbulence and time pressure on organizational improvisation. Results show that organizational improvisation has a positive influence on market orientation, with a stronger effect on the diffusion of market information. This is greatly impacted by environmental turbulence and time pressure. As a result, promoting competencies in organizational improvisation at the corporate level is suggested as a significant means to enhance market-oriented organizational innovation.

• The Korean Journal of Health Service Management
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• v.6 no.2
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• pp.1-13
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• 2012

The purpose of this study was to investigate the factors that affect the performance of health insurance review department workers of Korean tertiary hospitals, general hospitals and hospitals. A survey was conducted through structured questionnaire for chiefs and members of health insurance review departments of hospitals, and data from 1,064 respondents were utilized in the final analysis. Survey items included general characteristics of the hospitals and health insurance review departments, job satisfaction and organizational commitment as organizational effectiveness. As multiple linear regression results, in the case of chiefs, the most significantly related factor to job satisfaction was a monthly salary. The other related factor was job stress. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, religious believer, and less complex workplace, in order. As organizational commitment, in the case of chiefs, the most significantly related factor was a monthly salary. The other related factor was more clinical experience. In the case of members, the most significantly related factor was job stress. The other related factors were more monthly salary, tertiary hospitals, more age, and less complex workplace, in order.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.19 no.3
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• pp.250-260
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• 2009

To improve work environment for health managers, it was investigated about effect of job stress, psychosocial stress and job satisfaction of health managers on job commitment. The sample used in this study consisted of 166 persons of industrial health managers. The data were collected with self-administered questionnaires between November 2007 and January 2008, and the results analyzed with ANOVA and multiple regression analysis. Job stress was evaluated by using a Korean Occupational Stress Scale(KOSS), and Psychosocial wellbeing index-Short Form(PWI-SF) was used for a psychosocial stress level evaluation. Organized commitment evaluated loyalty, compensation, welfare, job immersion, external employment opportunity, total agreement with employer and personal ability development. In path analyses, interpersonal conflict, lack of reward, psychosocial distress were associated with job satisfaction. And psychosocial distress, job demand, job insecurity, organizational system, occupational climate were associated with organizational commitment. In considering above findings, the health program for psychosocial distress, improvement of job demand, job insecurity, organizational system, occupational climate would be implemented to increase organizational commitment of Health manager.

• Korean Journal of Occupational Health Nursing
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• v.7 no.1
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• pp.65-82
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• 1998

This study was carried out in order to confirm the reliability and validity of the commitment inventory developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such as industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self-administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories ; professional commitment and organizational commitment, and these two types of commitments have three different aspects ; affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows; 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment. Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, educational level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employment have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.

• The Korean Journal of Health Service Management
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• v.6 no.4
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• pp.165-176
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• 2012

The purpose of this study was to investigate the relationships between organizational communication satisfaction and organizational conflict for nurses. The research design was correlational survey. Two hundred three nurses recruited from 3 general hospitals in D city. The data collected were analyzed with SPSS/win 18.0 using descriptive methods, t-test, ANOVA, Pearson correlation coefficient, multiple regression. The result of this study reported middle levels of organizational communication satisfaction and middle levels of organizational conflict. There were significant positive correlation for organizational communication satisfaction and organizational conflict in the nurses. Significant factors influencing organizational conflict were organizational climate, media quality and personal feedback. Organizational conflict and organizational communication satisfaction management is very important. Based on the study, recommend the following : It is needed that repeat studies and consider to development and education program of the organizational communication satisfaction for nurses in hospital setting.

• The Korean Journal of Health Service Management
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• v.12 no.4
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• pp.73-84
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• 2018

Objectives: The purpose of this study was to examine the awareness of medical institution employees of their organizational culture and conflicts, as well as the influence of organizational culture on organizational conflict, in an attempt to provide some information on the preparation of organizational conflict management methods for medical institutions. Methods: Structured questionnaires and basic hospital data were used to gather data from the employees of medical institutions. The collected data were analyzed, using SPSS 24.0. Results: First, workers whose length of employment was longer were less aware of the characteristics of their organizational culture, while employees who were older, whose length of employment was longer, and who were middle managers experienced greater organizational conflict. Second, in terms of conflicts among different kinds of occupations, conflicts with nurses were the most common. Third, there was a negative correlation between organizational culture and organizational conflict. Conclusions: As stronger awareness of the characteristics of organizational culture leads to less organizational conflict, the organizational culture of each medical institution should be created and strengthened.