• Quality Improvement in Health Care
• /
• v.5 no.2
• /
• pp.278-294
• /
• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• Safety and Health at Work
• /
• v.11 no.3
• /
• pp.353-360
• /
• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.

• The Journal of the Korea Contents Association
• /
• v.20 no.12
• /
• pp.58-73
• /
• 2020

The purpose of this study is to empirically analyze the relationship between organizational commitment, job satisfaction, education and training, human resource development, and communication in Korea's financial industry. In particular, the mediating relationships between organizational commitment and job satisfaction, education and training, human resource development, and communication were examined in order to provide a better understanding of organizational commitment. A structural equation model was used for the empirical analysis of this study. As a result of the study, it was confirmed that education and training, human resource development, communication, organizational commitment, and job satisfaction are correlated within the Korean financial industry. Furthermore, organizational commitment was found to have mediating effects on education and training, human resource development, communication, and job satisfaction. Based on these results, this study emphasizes the importance of education and training for organizational commitment in the Korean financial industry. In particular, this study establishes the importance of a culture of trust within organizations through human resource development programs, communication for job satisfaction, and organizational performance to face changes in the post-COVID era. In the future, more in-depth qualitative studies are required to derive factors related to the employees of financial companies and to conduct comparison analyses with companies in other industries.

• Journal of Distribution Science
• /
• v.14 no.8
• /
• pp.23-33
• /
• 2016

Purpose - The purpose of this study was to analyze the effects of education & training and organizational culture on job satisfaction and organizational commitment and then examine the difference that would appear depending on the job title in the case of Korean employees in the manufacturing industry. Research design, data, and methodology - Our sample consisted of 1,013 administrative employees in the manufacturing industry with data extracted from the 4th Human Capital Corporate Panel (2011) survey. Descriptive statistics and multiple regression analysis were conducted. Results - Results showed that education & training had positive effect only on job satisfaction while organizational culture had positive effect on both job satisfaction and organizational commitment. Components under education & training (duration of the formal learning, efficacy of formal learning and efficacy of informal learning) and organizational culture (equity, communication, talent recognition, innovation) that were found to be affecting job satisfaction and organizational commitment revealed to be different depending on the hierarchical position of the employee. Conclusions - Different approach and policy for each group of job title could be considered in order to increase job satisfaction and enhance organizational commitment of the employees.

• Journal of Digital Convergence
• /
• v.16 no.7
• /
• pp.153-164
• /
• 2018

The purpose of this study is to research whether organizational culture affected job satisfaction and whether there was the mediating effect of communication in the relationship between organizational culture and job satisfaction. This study analyzed the mediating effect with SEM using data of the HCCP in 2015. The results of the study are as follows. First, it was found that innovative, relationship, rational culture significantly influenced the job satisfaction of the employees. Second, the effect of innovative, relationship, hierarchical, rational culture on job satisfaction was mediated through communication. Therefore, this study suggested creating an innovative and relationship-oriented organizational culture and a working environment that could facilitate smooth communication in the enterprises.

• Journal of Korean Academy of Nursing Administration
• /
• v.11 no.4
• /
• pp.371-384
• /
• 2005

Purpose: The aim of this study was to analysis path model of the research variables. Methods: The subjects of this study were 647 nurses who were working in the 8 general hospitals located in Seoul and Incheon area. The data were collected by self-reporting questionnaires. The data were analyzed using descriptive statistics and path analysis. Results: In the modified path model, overall fitness indexes were $X^2$= 223.27, goodness of fit index=0.90, root mean square residual=0.039, root mean square error of approximation=0.12, non-normed fit index=0.96, and normed fit index=0.90. From the model, among research variables that influence organizational effectiveness motivator, job satisfaction and organizational identification affected directly work performance. In internal marketing factors, paid-leave, communication and reward affected directly motivator. Motivator and hygiene factors affected directly job satisfaction, organizational commitment and organizational identification. Conclusion: With these findings, paid-leave, communication, reward, motivator, job satisfaction and organizational identification were direct or indirect predictors of the work performance. Therefore nursing managers ought to develop internal marketing strategies and motivation enhancing system for nurses based on this path model in order to improve the nursing organizational effectiveness.

• East Asian Journal of Business Economics (EAJBE)
• /
• v.8 no.3
• /
• pp.25-36
• /
• 2020

Purpose - As the interest of financial aria increase in economic change and labor market change, this study focused on the employee of the financial aria in Korea. The purpose of this study is to analyses relation among relationship variable and organizational culture variable and organizational effectiveness of financial aria employees in Korea. Research design, data, and methodology - This study measured relationship variable with communication and trust. And measured organizational culture variable with innovation, relation, hierarchy and rational. And measured organizational effectiveness with job satisfaction and organizational commitment. Empirical analysis is conducted using 442 financial aria employees of 7th HCCP in KRIVET. And SPSS is used in frequency and stepwise regression test and AMOS is used in path analysis with group differentiation test. Results - Overall results show that trust and relation culture give positive influence on job satisfaction. Organizational commitment results show that relation culture and rational culture give positive influence and also job satisfaction. However, hierarchy culture gives negative influence on organizational commitment. Also, the moderating effect of work characteristics is significant. Conclusions -Result of this study give managerial implication to HRM and also expend inflected organizational culture study to financial aria in Korea. Especially gives insight to relationship, organizational culture and organizational effectiveness. And management differentiation needs between work characteristic.

• Journal of the Korean Applied Science and Technology
• /
• v.37 no.4
• /
• pp.688-698
• /
• 2020

The purpose of this study is to identify the factors Job Embeddedness of a university hospital nurse. Data was collected from August 1 to August 10, 2017, for 238 nurses working at a university hospital in C city. Data were analyzed with descriptive statistics, t-test, ANOVA, and multiple linear regression. As a result of this study nursing organizational culture was 3.32±0.33, organizational communication satisfaction was 3.19±0.37, and job Embeddedness was 3.19±0.44. Job Embeddedness, nursing organization culture(r=.502, p<.001), and organizational communication satisfaction(r=.673, p<.001) were positively correlated. Factors affecting job Embeddedness are organizational communication satisfaction(β=.575 p<.001), work experience 'more than 10 years'(β=.342, p<.001), nursing organization culture(β=.203, p<.001), followed by work experience of more than 5 to less than 10 years(β=.121, p<.001), and the explanatory power of the model was 57.4%. According to the above results, it is necessary Job Embeddedness level of organizational communication satisfaction at any time and develop nursing practice and educational intervention programs in consideration of work experience and nursing organizational culture in order to increase the degree of access to nursing positions of hospital nurses.

• The Korean Journal of Health Service Management
• /
• v.7 no.1
• /
• pp.69-82
• /
• 2013

The initial approach to this study is to focus on pharmaceutical companies' internal marketing activities for organizational diagnosis. By analysing the influence of internal marketing elements on the job satisfaction, organizational commitment, and turnover intention of pharmaceutical salespeople, this study aims at coming up with ways to strengthen the sales capacity and competitive edge of pharmaceutical companies through the salespeople's satisfaction. For 32 days between November 10th and December 12th of 2012, a total of 210 copies of questionnaires were given to the respondents and 203 of them except 7 with insufficient answers were used for the final analysis. The analysis result showed that internal communication, delegation of authority, and reward system among the elements of internal marketing activity had a positive influence on the workers' job satisfaction. The internal marketing activity elements did not influence the respondents' organizational commitment. Job satisfaction had a positive influence on their organizational commitment, while it had a negative influence of turnover intention. The conclusion section encapsulated the results of empirical analysis and proposed practical lessons regarding pharmaceutical companies' internal marketing.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.8
• /
• pp.5372-5383
• /
• 2015

The purpose of the present study was to figure out the effects of the result variables of hospital employees' conflicts on organizational effectiveness variables such as job satisfaction and organizational commitment. The present study was conducted with 305 subjects. The correlations among conflict, job satisfaction, and organizational commitment levels by conflict factor and by conflict type were analyzed using correlation analyses and multiple regression analyses were conducted to examine the effects of intra-organizational conflicts on conflict results while general and job related characteristics variable were controlled. According to the results of analyses, conflicts due to job satisfaction factors such as communication, leadership, and personality had significant negative effects on overall, intrinsic, and extrinsic job satisfaction levels and organizational commitment factors such as interdependence, leadership, and personality were significant conflict variables. By type, horizontal conflicts affected job satisfaction while vertical conflicts affected organizational commitment. When intra-organizational conflict levels were higher, job satisfaction and organizational commitment levels were lower and when job satisfaction levels were higher, organizational commitment levels were also higher