• Korean Journal of Occupational Health Nursing
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• v.14 no.2
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• pp.108-117
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• 2005

Purpose: This paper was attempted to focused on the analysis of job stress and job satisfaction according to the moderating effects of social support. Method: Data collected from 302 staff nurses in 2 general hospitals, with self-reporting questionnaires(Wolfgang's HPSI, modified Hagihara's social support, and MSQ). Descriptive statistics, Cronbach's alpha, Pearson correlation, ANOVA, and moderated regression analysis were used. Result: The subjects exhibited significantly highest level of 'the work and patients' conditions'. The perceived job stress was negatively correlated with supervisor and co-workers' support, and job satisfactions. Also supervisor and coworkers' support were positively correlated with job satisfactions. The main factor that affected the job satisfactions was 'work and patient conditions' and it was explained 35.5% out of the total variance of the job satisfactions with 'the work load and disturbing factor', 'supervisor support' and 'co-workers' support'. Supervisor support moderated the relationships between 'the patient care responsibilities and career development factor' and satisfaction. Conclusion: For developing the stress management program for hospital nurses, 'the work and patients' conditions', and the strategies of strengthening 'supervisor and co-workers' support' should be considered. In addition to, it may be considered to examine the effects of social support on the other criterion variables.

• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.664-678
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• 2017

The purpose of this research is to compare the importance and performance of the supervisor competence according to the social welfare center, rehabilitation center for the disabled types. Accordingly, it is suggested to propose implementation strategy to improve supervisor's competency. There were statistically significant differences in the importance and performance of the 14 knowledge competencies(t=30.545, p<.001) and 15 skill competencies(t=27.335, p<.001) required for the supervisor. As the result of IPA analysis, there was a difference by each type of welfare center in the distribution of four areas(Concentrate here, Keep up the good work, Low Priority, Possible Overkill) and accordingly, the implementation strategy was presented and discussed.

• Journal of Advanced Navigation Technology
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• v.16 no.5
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• pp.853-863
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• 2012

The purpose of this study is to investigate mediatiing effects of perceived organization support and supervisor support that impact on dual commitment. Data were gathered from 188 employees who were working in Airlines. In the result of the hypothesis verification, First, perceived organization support and supervisor support have positive effects on dual commitment. Second, organiational identification turns out to have the mediating role in the relationship between perceived organization support and supervisor support and dual commitment. Finally, implication of results and future tasks were discussed with limitations.

• Journal of Korea Society of Digital Industry and Information Management
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• v.13 no.3
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• pp.149-165
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• 2017

This study is to discover and substantiate the casual relation between Learning Organization and Organizational Citizenship Behavior, with Supervisor Trust used as moderating variable. Learning Organization and Organization Citizenship Behavior are used, respectively, as independent and dependent variable, Supervisor Trust as moderating variable. The data for this study was collected from 340 public officials who participated in the training program. Data collection tools were used to collect structured questionnaire questionnaires, and dissemination and retrieval of questionnaires were carried out over 6 weeks from February 6 to March 10, 2017. Of the questionnaire distributed, the questionnaire was finally recovered from the questionnaire, with a recall rate of 91.8 %, showing a very high rate of recall. The result showed that Learning Organization is a significant factor for Organization Citizenship Behavior and also that Supervisor Trust plays a role in the control of the relationship between Learning Organization and Organization Citizenship Behavior; thus, in order for Public Organizations to achieve advanced competitiveness, vitalizations of Learning Organization is important.

• Management & Information Systems Review
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• v.8
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• pp.25-43
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• 2002

Performance evaluation continues to receive attention today as it has for the past few decades. The problem addressed in this paper concerns the relationship between supervisor's causal attributions and their subsequent responses behavior. Previous study in personnel and other disciplines has indicated the importance of causal attributions in the interpretation of poor performance. However, most study has focused on antecedents of attributions than supervisor's responses to the subordinate's poor performance. The objective of this study was to investigate the effects of supervisor's causal attributions and subordinate's responses to a subordinate's poor performance. Specifically, using in the public sector context, the study examined the effects to two dimensions of causal attributions: locus of causality and stability, as well as on the punitiveness of supervisors's responses. The result supported that when the subordinate is internal causes for the performance failure, supervisor's responses were more punitive. Consistent with previous studies, internal attributions were found to result in more punitive behavior than external attribution. In addition, attributions to effort and luck were found to result in more punitive behavior than attributions to ability and task difficulty. Thus, the first hypothesis and second hypothesis supported. These result suggest the importance of appropriately for performance evaluation.

• Journal of the Korea Society of Computer and Information
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• v.23 no.10
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• pp.189-201
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• 2018

This study analyzed the effect of core competence of supervisor on the satisfaction, loyalty, business performance of franchisees and business performance of franchisor. And the purpose of this study is to solve the most problematic issues in franchise business such as poor sales of franchisee, inadequate measures for activating sluggish stores, closing rate increase of franchisee, dispute between a franchisee and franchisor. The results of this study will be used as data for the success of Franchisor's business operation and for the change and development of the franchise industry. In this study, 168 CEOs and employees in the franchise industry were surveyed. Through previous research and expert interviews, we designed the core competency factors of franchise supervisors into seven areas: check, consulting, coordination, promotion, counseling, communication, and control. In order to verify the hypothesis of the research, the relationship between variables was verified by simple regression analysis and multiple regression analysis. Key result of the study are as follows. First, the core competency of the supervisor has a positive relationship with the franchisee's satisfaction. Second, the core competence of the supervisor has a positive relationship with the franchisee's loyalty. Third, franchisee's satisfaction has a positive effect on loyalty. Fourth, franchisee's satisfaction positively affects the business performance of franchisee and franchisor. Fifth, franchisee's loyalty positively affects the business performance of franchisee and franchisor.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.75-84
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• 2021

Purpose - The purpose of this study is to derive practical implications for human resource management to improve service quality by demonstrating the moderating effect of perceived supervisor support in the relationship between self-leadership, job satisfaction, and customer orientation. Research design, data, and methodology - 800 questionnaires were distributed and collected for beauty service companies with two or more employees. Among them, 602 data were analyzed using SPSS 24 and AMOS 24. For the assessment of goodness of fit of the models, TLI, CFI, RMSEA indices were used. Result -The empirical results are as follows. First, it was found that self-leadership had a positive effect on job satisfaction and customer orientation. Second, job satisfaction was found to have a positive effect on customer orientation. Third, it was found that job satisfaction had a mediating effect in the relationship between self-leadership and customer orientation. Fourth, empirical data showed that the moderating effect of supervisor support in the relationship between self-leadership on job satisfaction was significant. Conclusion -This study contributed to the expansion of related theories by analyzing the moderating effect of perceived supervisor support in the relationship between self-leadership, job satisfaction, and customer orientation, and provides practical implications for efficient human resource management.

• Journal of Korean Society for Quality Management
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• v.50 no.1
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• pp.91-104
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• 2022

Purpose: The purpose of this study is to analyze the effects of supervisor's coaching leadership on positive psychological capital and organizational commitment of organizational members in order to investigate the effect of supervisor's coaching leadership on organizational effectiveness in modern organizations. Methods: In this study, a survey was conducted on members of the organization in the company, and the hypothesis was verified using statistical analysis methods. Results: The results of this study are as follows. First, it was found that promotion and guide as coaching leadership of supervisors had a positive effect on positive psychological capital. Second, it was found that the supervisor's guide had a positive effect on the employee's organizational commitment. Third, it was found that positive psychological capital had a positive effect on organizational commitment. Finally, it was found that the guide had a significant effect on organizational commitment through positive psychological capital. Conclusion: This study suggested that it is necessary to enhance organizational effectiveness by effectively demonstrating the coaching leadership of superiors at the organizational level.

• Health Policy and Management
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• v.15 no.1
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• pp.97-117
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• 2005

This study was designed to compare the differences m results of supervisor and subordinate rating. Data was collected from personnel evaluation and subordinate rating results for middle managers(n=68) in hospital from 3rd January to 20th March in 2004. Supervisor rating consisted of performance, ability and attitude evaluation. Subordinate rating consisted of leadership, ability and attitude evaluation. Collected data included sociodemographic characteristics, work department, work level, years of work, years at present level and whether working in a patient serving department. The difference of standardized supervisor and subordinate rating score was used to define groups as 'higher in supervisor rating group'. Groups were defined in total score, ability score and attitude score. Main results were as follows: 1. In total score, sectional chiefs were apt to be 'higher in subordinate rating group' while chief clerks were apt to be 'similar group' or 'higher in supervisor rating group'. Staffs in patient serving department were likely to be 'higher in supervisor rating group' and staffs in non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 2. In ability score, there were no statistically significant differences in age, sex, years of education, work department, work level, years of work and whether working in a patient serving department among 'higher in supervisor rating group', 'similar group' and 'higher in subordinate rating group'. 3. In attitude score, staffs in the department of medical affairs and the department of administration were apt to be 'higher in subordinate rating group'. Staffs in the department of nursing were apt to be 'higher in supervisor rating group'. Staffs in a patient serving department were likely to be 'higher in supervisor rating group' and staffs in a non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 4. Logistic analysis about total score showed that sectional chiefs had higher Odds Ratio(OR) to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. Both these results were statistically significant. 5. Logistic analysis about ability score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. These results were not statistically significant. 6. Logistic analysis about total score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group', but the difference was not statistically significant. Staffs in a non-patient serving department had significantly higher OR to be in 'higher in subordinate rating group'. In conclusion, there is no clear superiority between supervisor and subordinate rating in personnel evaluation. It would be better to use a mixed model. It's also suggested to use an intervening rate of application or scores considering work levels and work department in personnel evaluation. These results would be helpful for hospitals planning a supervisor and subordinate rating system for personnel evaluation.

• The Korean Nurse
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• v.19 no.5 s.108
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• pp.39-49
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• 1980

The survey was performed with supervisor nurse at 30 general hospitals which had a system in concerning about supervisor nurse in seoul from Nov. 15 to Dec. 2, 1979. The findings as follows; 1. Age distribution of the subjects were from 25 to 65, most of