• The Journal of Asian Finance, Economics and Business
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• 제7권6호
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• pp.427-437
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• 2020

This study seeks to examine empirically the effect of leadership style on organizational commitment and organizational effectiveness. The data are from all departments of the undergraduate program at the State University in Central Java, Indonesia. The study comprises all divisions of the undergraduate program, which amounted to 207 people. The method for sampling is based on simple random sampling. Structural equation modeling (SEM) is applied in order to analyze the data. The results show that integrative adaptive leadership style has a positive effect on teamwork and affective commitment. Therefore, in order to improve teamwork, the organization should be assisted in completing the introduction of collaborative conflict resolution. Moreover, affective commitment positively affects organizational effectiveness. Thus, it can be said that efforts to improve the organizational effectiveness, should be supported by affective commitment. The study further revealed that integrative adaptive leadership style has a positive effect on teamwork. This means better execution of integrative adaptive leadership, higher level of coordination and vice versa. Each member has different responsibilities and duties, and it can be done or resolved in different ways. If the leader can accommodate the creativity of the faculty and staff, a solid team can be formed.

• 가정간호학회지
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• 제21권1호
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• pp.36-43
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• 2014

Purpose: This study explored the relationships among resilience, job stress, and organizational commitment in ICU nurses. Further, the possibility of the application of resilience to the hospital environment was evaluated to provide basic data for program development to improve resilience and to promote nurses' commitment to their organizations. Methods: Data were collected from 174 ICU nurses at A University Hospital. The cross-sectional descriptive survey was conducted using a structured questionnaire. Results: The mean resilience score was $2.41{\pm}0.47$ out of 4. The mean score for job stress was $3.60{\pm}0.36$ out of 5, and that for organizational commitment was $3.25{\pm}0.55$ out of 5. Analysis of the relationships between the participants' resilience and organizational commitment indicated a significantly positive correlation (r=.45, p<.001). According to the general characteristics, organizational commitment levels showed a significant difference according to the ICU type (F=1.38, p<.001). Conclusion: It may beconcluded that the important individual factor of resilience had a positive influence on organizational commitment. Thus, resilience should be actively promoted, and a program should be developed to enhance the resilience of ICU nurses.

• 간호행정학회지
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• 제9권2호
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• pp.171-181
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• 2003

Purpose : The purpose of this study investigated the relationship between nurses' organizational commitment and their demographic characteristics. Method : The sample for this study consisted 356 nurses from 6 hospital at Seoul and Kyung Gi province, in Korea The Organizational Commitment Questionnaire developed by Mowday was used. The Pearson correlation coefficient, Tukey's Studentized Range Test were used for the statistical analysis by SAS program. Result : The Study was found that 1) The mean of nurses' Organizational Commitment was 3.01. 2) The Organizational Commitment was positive correlation with age, career and position of the whole nurses, but it was different from each hospital. 3) There was significant positive correlations among nurses' age, career, position and organizational commitment of nurses. 4) But the correlations between nurses' organizational commitment and religion, marrital status, nurses' age, career, position were different from each hospital. Conclusion : Therefore before each hospital want to improve it's own nurses' organizational commitment, hospital managers have to find factors which influence to the nurses' organizational commitment directly, indirectly.

• 한국컴퓨터정보학회논문지
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• 제28권11호
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• pp.169-180
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• 2023

본 연구의 목적은 간호간병통합서비스 병동에 근무하는 간호사의 역할모호성, 직무소진과 조직유효성 간의 관계를 확인하고, 역할모호성과 조직유효성의 관계에서 직무소진의 매개효과를 파악하는데 있다. 대상자는 10개 종합병원에 근무 중인 149명의 간호사이다. 데이터는 자기보고식 설문지를 사용하여 수집하고 IBM SPSS Statistics 25.0 program과 PROCESS macro Program의 model 4를 이용하여 분석하였다. 분석 결과, 조직유효성은 역할모호성, 직무소진과 유의한 부(-)의 관계가 있는 것으로 나타났으며 직무소진은 역할모호성이 조직유효성에 미치는 영향을 완전매개 하는 것으로 확인되었다. 연구결과에 기초하여 직무소진을 관리하고 조직유효성을 제고하기 위한 방안을 제안하였다.

• 간호행정학회지
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• 제16권3호
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• pp.259-266
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• 2010

Purpose: The purpose of this study was to identify the influence of clinical nurse specialists' emotional intelligence on their organizational commitment and turnover intention. Methods: A descriptive study with second data analysis was conducted with permission. The original data was from the policy research on the status of clinical nurses with extended role hosted by the Hospital Nurses Association in 2007. Results: The mean score of emotional intelligence, organizational commitment, turnover intention were 58.66 (${\pm}6.63$), 46.71 (${\pm}3.54$), 12.87 (${\pm}3.98$) respectively. Emotional intelligence had 40% positive influence on organizational commitment (F=50.58, p<.01, adj.$R^2$=.16) and 24% negative influence on turnover intention (F=16.68, p<.01, adj.$R^2$=.06). Conclusion: The results recommend to develop a program that enhances clinical nurse specialists' emotional intelligence. The program could be utilized as an institutional retention strategy to increase clinical nurse specialists' organizational commitment and decrease their turnover intention.

• 유통과학연구
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• 제21권9호
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• pp.23-34
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• 2023

Purpose: This study aims to determine the effect of business processes, quality of human resources and organizational culture and its distribution in creating value to achieve competitive advantage. Research Design, Data, and Methodology: Data collection in this study was carried out by distributing questionnaires to 90 employees of Delivery service companies in Makassar City. Partial Least Square (PLS) analysis was used as data analysis. Result: this study indicates that business processes do not directly affect competitive advantage, but business processes will have an effect if they go through the value creation process as an intervening variable, while the quality of human resources and work environment have a direct effect on competitive advantage and have a direct effect on Value creation. The quality of human resources and organizational culture also have an indirect effect on competitive advantage through the value creation process. This research also indicates that value creation has an effect on competitive advantage. Conclusion: Competitive advantage will be realized if organizational processes run well, company management that able to carry out good organizational processes and able to create a conducive organizational culture, will be able to distribute company resources to create value that leads to achieving competitive advantage for companies in the future.

• 임상간호연구
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• 제16권2호
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• pp.17-31
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• 2010

Purpose: The purpose of this study was to identify the relationships between professionalism, job involvement, organizational commitment and turnover intention among clinical nurses. Methods: The data were collected using a questionnaire from 1,419 nurses who were working in 35 different general hospitals in Korea. For data analysis, descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and $Scheff{\grave{e}}$ test with SAS program were used. Results: The means of professionalism, job involvement, organizational commitment, turnover intention were 80.90 (min25~max125), 22.22 (min7~max35), 48.63 (min15~max75), and 11.47(min4~max20) respectively. There were statistically significant correlations between professionalism, job involvement, organizational commitment and turnover intention. Conclusion: It is necessary to develop a program for nurses to improve the levels of professionalism, job involvement, and organizational commitment, which would result in reducing turnover rates of clinical nurses.

• 유통과학연구
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• 제22권6호
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• pp.23-32
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• 2024

Purpose: Trade in small and medium businesses must improve innovation performance before and after the COVID-19 pandemic. The requirement for rapid innovation is being able to compete and survive post-pandemic. This research attempts to investigate the influence of organizational forgetting, knowledge management, and business agility in distributing innovation performance improvementsto SMEs in Tasikmalaya, Indonesia. Research design, data and methodology: In this research, a structural equation modeling approach with SmartPLS was applied. This research used 221 Tasikmalaya SMEs as samples. The findings of this study show that SMEs are still underrepresented in technological advancement. Results: Organizational forgetfulness does not have a significant impact on innovation performance, nor does it have an indirect impact through knowledge management. Business agility, on the other hand, has a significant indirect effect on innovation performance. Knowledge management does not have a significant and direct impact on innovation performance, but business agility has a significant impact. Conclusions: Efforts to enhance SMEs' trade must be willing to challenge the status quo or abandon knowledge that is no longer relevant to current developments to improve business agility and innovation. Technology-oriented SMEs can quickly become agile by implementing organizational forgetting. SME owners must be willing to adapt to technological advances to adopt organizational forgetfulness.

• 간호행정학회지
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• 제10권2호
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• pp.255-264
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• 2004

Purpose: The Purpose of this study was to identify the relationship between 7S factors of the nursing organizational culture and organizational effectiveness. Method: The data were gathered from the self-reported questionnaires of 717 nurses who work for eight different general hospitals located around Seoul and Kyounggi province. The period of data collection was from November 12 to December 7, 2002. For data analysis, descriptive statistics, clustering analysis, and t-test with SPSS Program were used. Result: The nurses who highly perceived 7S factors of nursing organizational culture showed higher job satisfaction and organizational commitment in comparison with the nurses who lowly perceived 7S factors of nursing organizational culture. And the nurses who highly perceived 7S factors of nursing organizational culture showed higher organizational citizenship behavior in comparison with the nurses who lowly perceived 7S factors of nursing organizational culture. Among subdimension of organizational citizenship behavior, altruism and civic virtue were significant. Conclusion: From the above results, the high group with 7S factors of nursing organizational culture has strong culture, therefore nursing organization with strong culture is very implicative to enhance the organizational effectiveness.

• 보건의료산업학회지
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• 제6권4호
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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.