• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.362-372
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• 2014

Purpose: The purpose of this research was to develop and test the validity and reliability of the Service Orientation Scale for Health Care Organization. Methods: The Service Orientation Scale for Health Care Organization, $SERV^*OR$, was developed through forward-backward translation methods. Internal consistency and reliability, construct and criterion validity were calculated using SPSS Statistics WIN 17.0. Survey data were collected from 283 clinical nurses in a general hospital in J province. Results: The Service Orientation Scale for Health Care Organization showed reliable internal consistency with Cronbach's ${\alpha}$'s for the total scale ranging from .85~.91. Factor loading of the 30 items on four sub-scales ranged from .67~.83. The sub scales were named service leadership, service system, customer focus, and service control. Item convergent and discriminant validity were also established for the Service Orientation Scale for Health Care Organization. Criterion validity showed a significant correlation with customer orientation. Conclusion: The findings of the study demonstrate that the Service Orientation Scale for Health Care Organization has satisfactory construct and criterion validity, and reliability and can be used to measure service orientation.

• Culinary science and hospitality research
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• v.13 no.4
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• pp.279-292
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• 2007

This study was to examine ongoing conflicts between employees and determine the level of conflict management strategies to establish a more effective management in hotel restaurants. The results of this research show, first, conflicts exalted collective organization; the more comflicts, the lower absorption or validity of the organization. Second, the lower increase in personal conflicts, the better the validity of the organization. Therefore, hypotheses in this study can be seen as acceptable. In this study, based on the future management of hotel restaurants, there should be private groups to resolve conflicts through the organizations which can increase the validity of the organizations.

• Journal of the Korean Society of Safety
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• v.38 no.1
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• pp.78-86
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• 2023

In this study, we explored the psychometric properties of the Korean version of the Safety Organization Scale (K-SOS). The SOS is based on the principles of a high-reliability organization and is an effective measure of the self-reported behaviors underlying the safety culture of an organization. We conducted a methodological study to examine the validity and reliability of the 9-item SOS translated into Korean. The data of 108 nurses working in three general hospitals with more than 100 beds located in D City were included. Content validity, construct validity, criterion validity, and reliability were evaluated. The results confirmed that the K-SOS is a unidimensional structure scale. Higher K-SOS scores exhibited a significant correlation with Hospital Survey On Patient Safety Culture, thus indicating the validity of the criterion. The internal consistency of the K-SOS was acceptable. Thus, the K-SOS is a reliable self-report scale for directly measuring the safety behaviors of an organization. The K-SOS can be used to improve patient safety in Korean hospital settings.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.75-88
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• 2003

Purpose : The Purposes of this study was to develop a learning organization measurement for nurses, and to test the validity and reliability of the measurement. Method : This study was conducted through 3 phases -theoretical framework choice, measurement items selection, and the testing of validity and reliability. In order to test reliability and validity of the measurement, data were collected from the 261 nurses, working in the 1 hospital with more 800 beds. The data obtained were analyzed by SPSS for Window program using percentages, Factor Analysis, Cronbach's alpha coefficients. Result : As a result of the study, 2 scales -Learning Organization Building Scale, and Knowledge Management Process Scale- were developed. Learning Organization Building Scale was consisted of 23 items, 5 factors. 5 factors explained 60.26% of the total variance, and the Cronbach's alpha of this scale was .8807. Knowledge Management Process Scale was consisted of 17 items, 4 factors. 4 factors explained 66.14% of the total variance, and the Cronbach's alpha of this scale was .9147. Conclusion : The Study supports the validity and reliability of the scales. Therefore, these scales can be effectively utilized for many researches about Learning organization of Nurse, and Nursing organization in the Hospital Setting.

• Journal of Technologic Dentistry
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• v.30 no.1
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• pp.73-82
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• 2008

This study has been analyzed to write an ideal training evaluation table after analyzing validity of content organization and assigning score of evaluating elements of clinical practice of Dept. of dental technology. 220 junior students who are studying dental technology in D university in Daegu were questioned to analyze the relationship of content organization and score of clinical practice evaluation table. The corrected material has been inspected by SAS V8 for Windows. The results are as following. 1. The validity of content organization of clinical practice evaluation table has a result which can be reliable over than 70% but the validity of score shows low reliance. c 2. The validity of content organization of detail elements of clinical practice evaluation shows that overuse of material and attentiveness(3.78) and responsibility (3.60) are high response but in score organization, the validity shows that safety measure(2.36) when controling machines, arrangement(2.98) after use and ability (2.98) of solving problems are very low. 3. In the elements without interpersonal relation, it shows that those are related to each other. its grading is p < 0.01 so it appears to be meaningful. 4. In result of analyzing the effect to 'studying amount' mark in clinical practice evaluation mark, it appears the element of attitude for job to affect it. And in result of analyzing the effect to 'training attitude' mark, it appears the element of 'controling machines' to affect it. For these results, to be a better evaluation tool, it should be modified by continuous research with arranging evaluation elements to be marked differently in between elements.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.2
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• pp.175-184
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• 2004

Purpose: The purpose of this study was to develop a nursing organization culture measurement tool and to test the validity and reliability of the tool. Method: This study conducted in three phases. In phase 1, theoretical framework choice, Phase 2, measurement items selection, Phase 3, testing of validity and reliability. In order to test validity and reliability of the measurement, data were collected from 915 nurses, working in the 22 hospitals with more 500 beds. The data obtatined were analyzed by SPSS-Win 10.0 program using percentages, Factor Analysis, Cronbach's alpha Coefficients. Result: As a result of the study, nursing organization culture measurement scale was consisted of 20 items, 4 factors. 4 factor explained 60.54% of the total variance, and the Cronbach's alpha of this scale was .8829. Conclusions: The Study supports the validity and reliability of the scales. Therefore, this scale can be effectively utilized for the evaluation of nursing organization culture in hospital setting.

• Annals of Occupational and Environmental Medicine
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• v.35
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• pp.7.1-7.14
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• 2023

Background: At present, no short standard questionnaire exists for assessing and comparing major work organization hazards in the workplaces of the United States. Methods: We conducted a series of psychometric tests (content validity, factor analysis, differential-item functioning analysis, reliability, and concurrent validity) to validate and identify core items and scales for major work organization hazards using the data from the 2002-2014 General Social Surveys (GSSs), including the Quality of Worklife (QWL) questionnaire. In addition, an extensive literature review was undertaken to find other major work organization hazards which were not addressed in the GSS. Results: Although the overall validity of the GSS-QWL questionnaire was satisfactory in the psychometric tests, some GSS-QWL items of work-family conflict, psychological job demands, job insecurity, use of skills on the job, and safety climate scales appeared to be weak. In the end, 33 questions (31 GSS-QWL and 2 GSS) were chosen as the least, but best validated core questions and included in a new short standard questionnaire (called the Healthy Work Survey [HWS]). And their national norms were established for comparisons. Furthermore, based on the literature review, fifteen more questions for assessing other significant work organization hazards (e.g., lack of scheduling control, emotional demands, electronic surveillance, wage theft) were included in the new questionnaire. Thus, the HWS includes 48 questions in total for assessing traditional and emerging work organization hazards, which covers seven theoretical domains: work schedule/arrangement, control, support, reward, demands, safety, and justice. Conclusions: The HWS is a short standard questionnaire for assessing work organization hazards which can be used as a first step toward the risk management of major work organization hazards in the workplaces of the US.

• Journal of Information Technology Services
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• v.3 no.1
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• pp.21-41
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• 2004

The technical proposal suggested and published by MIC(Ministry of Information and Communication, henceforth MIC) contains too general assessment elements, which causes qualitative and subjective assessment of technical proposals. Thus, in terms of the technical proposal assessment. It lacks In fairness, validity and accuracy. Furthermore, it has a great deal of difficulty in assessment caused by the inconsistency between proposal planning and assessment methods. Also, each company has different writing format, so it is impossible to make use of its maneuvering data for the assessment. To overcome these weaknesses, our research focused on a quantitative evaluation on development organization, which is a part of organizational and administrative part of the technical proposal suggested and published by MIC. In this research, we divided development organization for the technical proposal into organization, teams, and team members, and then studied addition, deletion and merging for the assessment criteria. For the related study, we chose especially CMM(Capability Maturity Model) from a lot of international and national references, which is a model measuring the maturity of organization, and then we focused on Small-CMM which is available in the small-sized organization. We also suggested input form, description method, assessment elements for the quantitative assessment in the chosen developmental organization, and finally we proposed standard referencing criteria for the assessment. Our study concludes that our assessment method are valid and available in comparison with the previous Delphi method through a validity evaluation test.

• Convergence Security Journal
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• v.14 no.6_2
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• pp.73-81
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• 2014

This study has an objective to analyze the causal relationship between the emotional labor of the members in the private security firms and its effect on their job stress and validity of the organization. To carry out the study, I established a population of private security guards working at the security firms in Seoul. Then a total of 700 question naires were sent out for the survey using the random sampling method of clusters. The study was carried out over about four months, from May, 2014 to September, 2014. A total of 676 questionnaires were used for the final data. 24 questionnaires were excluded either because they were not returned or contained extreme value. In this study, a statistical package of SPSSWIN 18.0 and AMOS 18.0 were used in the data analysis and the causal relationship was verified using the covariance structural equation. The analysis showed the emotional labor to have a positive effect on the validity of organization but a negative effect on the job stress at the statistical level of p<.001 and the hypothesis was adopted. The hypothesis regarding the job stress was also adopted because job stress was found to have a negative effect on the validity of organization at the statistical level of p<.001. In addition, job stress was found to have a negative effect on the relationship between the emotional labor and validity of organization at the statistical level of p<.001. As a result, the hypothesis about the job stress would function as the parameter was only partially adopted.

• Convergence Security Journal
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• v.23 no.5
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• pp.231-238
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• 2023

The purpose of this paper is to determine the extent to which job satisfaction affects organization commitment and organization performance among industrial security personnel. To this end, we attempted to conduct a four-week survey from August 28 to September 22, 2023, targeting about 150 workers working as industrial security guards in the field. According to the survey, the variables were comprised of "first, job satisfaction, second, organization commitment and third, organization performance" and based on this, three research hypotheses were proposed. After confirming that the internal consistency of each measurement item was satisfied, discriminant validity and conceptual reliability were calculated, and the discriminant validity of each variable was verified. As a result of the analysis, after conducting regression analysis to verify the research model, the results show that among the three research hypotheses, "Job Satisfaction ⇨ Organization Commitment, Job Satisfaction ⇨ Organization Performance" was found to be statistically significant and was adopted. We calculated that "Organization Commitment ⇨ Organization Performance" was not significant and was rejected.