• Korean Journal of Social Welfare
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• v.56 no.2
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• pp.311-326
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• 2004

This article focuses on the use of case management in the Self-support program. Case management is a service modality which provides integrated services for people with multiple needs in the community. The goal to accomplish self-sufficiency of working participants in Self-Support Programs is positively affected by the efforts to reduce high social risks they are exposed. It is recommended that the agencies running Self-support programs apply case management to increase the quality of lives as well as the effectiveness of exiting statuses of conditional welfare recipients. Several service considerations of case management are recommended for the change in the structure and functioning of the Self-Support Program: Integrated view and contextualized thinking, empowerment-oriented approach, and a development of the community support system through networking. Types of case management and practice roles of the case manager applicable to the Self-Support Program are also recommended. Structural aspects of an organization, inter-organizational linkages and contextual factors need to be considered to improve problematic conditions that have not enough resources and appropriate authorities in providing case management functions.

• Korean Journal of Social Welfare
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• v.62 no.4
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• pp.171-192
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• 2010

The purpose of this study is to examine factors on wage of the Disabled. This study attempts to identify organizational effects on wage of the disabled. Then, this study adopts hierarchical linear model for the study purpose. Data used for this article is the survey on the vocational rehabilitation facilities in Seoul. The results are as follows. First, wage of the disabled is different from organizations as well as individuals. So, there are necessities in the consideration of organizational effects and the application of hierarchical linear model. Second, effects on wage of the disabilities controlling individual factors such as age, educational level, period using the facilities, sex, whether or not beneficiary, type of disability are different from organization. Finally, there are interaction effects of type of disability and organizational character variables. The implications of these findings are as follows. First, more political concerns should be given on the management of vocational rehabilitation facilities. Second, it is needed to concern about vocational rehabilitation of the mentally disabled.

• Korean Journal of Social Welfare Studies
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• v.43 no.2
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• pp.295-317
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• 2012

Corporate interest and participation to the corporate philanthropy have increased since sustainable business management and win-win business management is on the rise to be the major task of the corporation, due to global economic recession and shrinking of consumption market. Employee participating corporate philanthropy, such as giving or volunteering, are especially increasing recently. This study analyzed the effects of giving and volunteering participation of the employees on job satisfaction and organizational citizenship behavior mediated by recognition and attitude about corporate philanthropy. Structural equation modeling was employed for statistical analyses. As a result of the study, it is clear that giving participation of the employees has a positive influence in job satisfaction and organizational citizenship behavior, mediated by the recognition and attitude about corporate philanthropy. However, the effects of volunteering participation of the employees on job satisfaction and organizational citizenship behavior mediated by recognition and attitude about corporate philanthropy was non-significant. Based on this result from the study, factors to increase the inner stakeholder effect of employee participating corporate philanthropy are proposed.

• Korean Journal of Social Welfare
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• v.44
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• pp.7-35
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• 2001

Little empirical study has been conducted concerning board function effectiveness and organizational performance in nonprofit nongovernmental human service organizations in Korea. Using the evaluations of 107 board members and 17 executive directors in Korean Community Chest and 16 regional community chests, this study attempted to examine the level of board function effectiveness and its relationship with organizational performance in these community chests. This study used board function scale developed by Holland and Jackson (1998) to measure board function effectiveness in the following 6 dimensions: contextual dimension: educational dimension: interpersonal dimension: analytical dimension: political dimension: and strategic dimension. This study showed that using 4 points scale, mean of overall board function effectiveness evaluated by board members is 2.62 and mean of overall board function effectiveness evaluated by executive directors is 2.73. That is, it showed that means of overall board function effectiveness are located in the middle point between negative evaluation and positive evaluation. On the other hand, using parametric correlation analysis method, it was found that in these community chests the association between board function effectiveness and organizational performance measured by fund-raising growth rate in $1999{\sim}2000\;and\;1998{\sim}2000$ is very weak and statistically nonsignificant. This study also revealed that using nonparametric correlation analysis method, the association between consensus level in evaluation by board members and executive directors about board function effectiveness, and organizational performance is still very weak and statistically nonsignificant. Finally, this study discussed the direction of future research in board function effectiveness and its relationship with organizational performance and the areas of board management that requires substantial efforts for promoting effectiveness of nonprofit human service organizations in Korea.

• Journal of Industrial Convergence
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• v.20 no.5
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• pp.11-20
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• 2022

The purpose of the study is as follows. This is to understand the effect of ethical leadership of small and medium businesses employers on job satisfaction and to understand the mediating effect of organizational fairness in their relationship. The study conducted an online survey and analyzed 508 employees of small and medium-sized enterprises in Seoul and northern Gyeonggi. The research results are as follows. First, the higher the ethical leadership of small and medium businesses employers, the higher the job satisfaction. Second, the higher the ethical leadership of small and medium businesses employers, the higher the organizational fairness. Finally, the partial mediating effect of organizational fairness was confirmed in the effect of ethical leadership of small and medium businesses employers on job satisfaction. Therefore, there is a need for a plan to strengthen the ethical leadership capabilities of small and medium businesses employers to improve job satisfaction and organizational fairness of SME employees.

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

• The Journal of Asian Finance, Economics and Business
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• v.10 no.2
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• pp.91-97
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• 2023

In the current era of globalization, financial and banking organizations have been facing ever-growing challenges in the global market regarding retention, customer satisfaction, commitment, engagement, proper services, and the belief of their employees. Employees are regarded as an enormous asset for every organization that plays an important role in achieving the vision of the company. The objective of this study is to explore the determinants of bank employee retention and its impact on an organization in the context of Bangladesh. In terms of research purpose, non-probability convenience sampling has been used in this study, and the targeted population was the commercial bank employees of Bangladesh. In terms of data collection, the researchers have used the adopted questionnaires from previous studies. In this study, the total sample size was 180, and a questionnaire was sent to the respondents through e-mails. For analyzing the collected data, SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study shows that there were four independent variables training and development, organizational culture, job satisfaction, and career development have a positive and significant impact on employee retention. So, the bank management should organize the retention program for the welfare of the employees.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.2
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• pp.175-185
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• 2013

This study is conducted in the form of purposive sampling among 215 social workers working in social welfare and living facilities located in the metropolitan area. The purpose of this study is to understand how organizational commitment and psychological empowerment affects job satisfaction and investigate the mediating effect of psychological empowerment when it comes to the relationship between organizational commitment and job satisfaction. In this study, it is observed that there is a significant impact of psychological empowerment on job satisfaction. The higher the level of psychological empowerment is, social workers tend to have a higher level of organizational commitment and job satisfaction. The result of investigation on mediating effect supports a mediating effect of psychological empowerment on the relationship between emotional/continuance/normative commitment and job satisfaction. In addition, the self-authority appears to have a mediating effect on the relationship between emotional/continuance/normative commitment and job satisfaction. Finally, competence also has a mediating effect on the relationship. The result supports the significant effect of the four hypotheses presented in this study. The result of this study implies that social workers' psychological empowerment has a positive effect on their organizational commitment and job satisfaction. Therefore, it can be used by an organization as an effective management technique.

• Journal of Digital Convergence
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• v.16 no.10
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• pp.179-185
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• 2018

The purpose of this study is to demonstrate the effect of compassion on collective self esteem through positive work-related identity, and to demonstrate the mediating effect of positive work-related identity and the moderating effect of organizational identification. In this study, The data collection was targeted at 369 social workers working in 13 social welfare facilities and institutions in Gyeonggi Province and 12 in Seoul from April 1 to April 25, 2018. It was demonstrated that compassion had a positive effect on positive work-related identity. Also, it was proved that positive work-related identity had a positive effect on collective self esteem, and mediating effect of positive work-related identity and moderating effect of organizational identification were also significant. Therefore, this study suggests social workers experienced compassion will have positive work-related identity, collective self esteem, and organizational identification.

• Korean Journal of Social Welfare
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• v.67 no.4
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• pp.51-77
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• 2015

This study attempts to examine the relationship between human resource management & financial resource management and service quality in social service organizations in Korea. This study utilizes '2012 Central Government Social Welfare Facilities Evaluation (CGSWFE)' data and employs multiple regression method to examine research model. The key findings of this study are as follows: (1) after controlling extraneous variables (organizational characteristics), among human resource management related variables, performance appraisal, fringe benefits, supervision, formal grievance procedure, the percentage of employees with certified professional license, and salary have statistically significant relationships with service quality in a positive direction; (2) among financial resource management related variables, the percentage of additional governmental funding beyond basic government subsidies, accounting management, and transparent use and management of donations have statistically significant relationships with service quality in a positive direction; and (3) human resource management related variables are stronger than financial resource management related variables in explaining service quality. The findings imply that more systematic human resource management and financial resource management would be very important in strengthening service quality in social service organizations. This study provides new knowledge foundation regarding the effect of human resource management and financial resource management on service quality in social service organizations.