• 한국병원경영학회지
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• 제17권3호
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• pp.1-22
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• 2012

The purpose of this study is to analyze the mediating effect of informatization level between characteristics of introducing information system and organizational performance in hospital settings, and to provide suggestions to improve the performance level of strategic information system of hospitals. In order to achieve study purpose, a causal path model was developed and empirically tested. Data were collected from 746 managers of 92 hospitals keeping information system in Busan, Ulsan and Kyungnam Province using self-administered structured questionnaire. Major results of this study were as follows; The results of the path analysis showed that organizational characteristics variables except informatization strength within health industry had significant effects on informatization level, and had indirect effects on organizational performance mediated by informatization level. On the other hand, informatization level, especially revelation capability among informatization level variables, was found to have significant direct effect on organizational performance. These results of empirical test imply that informatization level variables are both important affecting factors on organizational performance and mediating factors between organizational characteristics and organizational performance. Therefore, in order to increase organizational performance, measures improving informatization level should be developed and carried out continuously. And, especially, focusing on building and strengthening revelation capability is crucial to those efforts.

• 간호행정학회지
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• 제12권4호
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• pp.564-573
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• 2006

Purposes: This study was to provide basic data to explain the effect of the organizational effectiveness factor on hospital nursing, to construct an appropriate model to examine the validation and relationship with variables and to provide basic data for improving the organizational effectiveness of hospital nursing. Method: This study was a descriptive correlation research. Subjects of the study were 348 nurses, 219 patients, and 89 nurses for nursing quality. Twelve measurement variables and nine paths were established in the hypothetical model. Results: The fitness indices of the model were GFI=0.91, NFI=0.90, and PGFI=0.49. Five among the nine paths proved to be statistically significant : level of nurse manpower to organizational effectiveness, conflict to organizational effectiveness, organizational climate to organizational effectiveness, level of nurse manpower to organizational climate, and leadership to organizational climate. Level of nurse manpower and leadership influenced organizational climate. Organizational climate accounted for 43% by the predictor variables, and the level of nurse manpower, conflict, and organizational climate influenced the organizational effectiveness, which accounted for 77% by the predictor variables. Conclusion: This study identified that the level of nurse manpower, leadership, conflict, and organizational climate are important factors affecting organizational effectiveness.

• 대한간호학회지
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• 제38권2호
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• pp.287-297
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• 2008

Purpose: The purpose of this study was to identify factors related to nurses' organizational citizenship behavior using multilevel analysis which included both nurse characteristics at individual levels and nursing unit characteristics at group levels. Methods: The sample was composed of 1,996 nurses who were selected from 182 nursing units in 28 hospitals in six metropolitan cities and seven provinces using cluster sampling. Data were collected using self-reported questionnaires from February to March 2006. Results: The results of the study indicated that individual level variables related to organizational citizenship behavior were religion, job position, clinical career, self efficacy, positive affectivity, and supervisor support. The group level variables related to organizational citizenship behavior were collective efficacy, number of nurses in a nursing unit, and the average salary level of a nursing unit. 30.9% of individual level variances of organizational citizenship behavior were explained by the nurses' individual level variables. The explanatory power of group level variables, which is related to group level variances of organizational citizenship behavior, was 75.5%. Conclusion: This research showed that it was necessary to develop appropriate strategies related to not only individual factors, but also higher-level organizational factors such as collective efficacy, to improve individual performances in the hospital.

• 한국사회복지학
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• 제61권4호
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• pp.137-161
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• 2009

사회복지행정 연구에서는 직무수행의 결정요인으로서 주로 종사자의 지식, 기술과 같은 개인차 변인에 큰 관심을 가져왔지만, 점차 조직 환경 이론의 연구관점이 사회복지행정 연구에 활발히 도입되면서 개인의 수행연구에서도 개인차 변인이외에도, 팀수준이나 조직수준의 변인들이 주목받기 시작했다. 본 연구는 이러한 연구추세를 반영하며, 사회복지 종사자의 직무수행에 영향을 미치는 개인, 팀, 조직 변인의 영향력을 검증하고자 하였다. 개인변인으로는 지식, 기술, 만족, 성격, 비생산적 행동이 투입되었고, 팀이나 조직수준의 변인으로는 상황적 제약, 조직공정성, 직무특성, 정부의존성, 조직간 협력이 투입되었다. 전국 23개 사회복지조직에서 활동하는 314명의 종사자들을 대상으로 자료를 수집하여 분석한 결과, 직무수행(과업수행, 맥락수행)에 개인차 변인, 팀 변인, 조직변인이 다양하게 영향을 미치는 것으로 나타났다.

• 대한간호학회지
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• 제39권3호
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• pp.409-421
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• 2009

Purpose: In this research multi-level analysis was done to identify factors related to quality of services. Patient characteristics and organizational factors were considered. Methods: The data were collected from the Health Insurance Review and Assessment Service(HIRA) data base. The sample was selected from 17,234 patients who had been admitted between January 2007 and May 2008 to one of 253 long-term care hospitals located in Seoul, six other metropolitan cities or nine provinces The data were analyzed with SAS 9.1 using multi-level analysis. Results: The results indicated that individual level variables related to quality of service were age, cognitive ability, patient classification, and initial quality scores. The organizational level variables related to quality of service were ownership, number of beds, and turnover rate. The explanatory power of variables related to organizational level variances in quality of service was 23.72%. Conclusion: The results of this study indicate that differences in the quality of services were related to organizational factors. It is necessary to consider not only individual factors but also higher-level organizational factors such as nurse' welfare and facility standards if quality of service in long term care hospitals is to be improved.

• 한국병원경영학회지
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• 제7권1호
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• pp.41-63
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• 2002

The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured Questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R square increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational culture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative influence on organizational. conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

• 직업교육연구
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• 제36권2호
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• pp.23-50
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• 2017

이 연구의 목적은 전문대학 교수의 조직변화 수용성과 개인 및 조직 변인의 위계적 관계를 구명하는 데 있었다. 이 연구의 모집단은 2015년을 기준으로 우리나라 전문대학에 재직하고 있는 전임교수 12,920명이었으며, 자료 수집을 위한 조사 도구로는 질문지가 사용되었다. 질문지는 2015년 5월 26일부터 6월 13일까지 총 800부가 배포되었고, 이 중 445부가 회수되었다. 이 중 최종적으로 총 441부가 자료 분석에 사용되었으며, HLM 6.0 프로그램을 이용하여 위계적 선형모형 분석을 실시하였다. 연구 결과는 다음과 같다. 첫째, 전문대학 교수의 조직변화 수용성 수준은 평균 3.94로 대다수의 교수들이 조직변화를 수용하는 것으로 나타났다. 둘째, 조직변화 수용성의 변량은 56.5%가 개인 차이, 43.5%가 조직 차이에 의한 것으로 나타났다. 셋째, 개인 변인 중에는 교수의 변화에 대한 기대, 주인의식, 보직경험, 근속년수, 직무안정성의 순으로 조직변화 수용성에 정적 영향을 미치는 반면, 근속년수는 부적 영향을 미치는 것으로 나타났다. 넷째, 조직 변인 중에는 조직변화수준, 참여적 의사결정, 관계지향문화, 변화관련정보 접근성의 순으로 조직변화 수용성에 정적 영향을 미치는 것으로 나타났다.

• 한국경영정보학회:학술대회논문집
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• 한국경영정보학회 2008년도 춘계학술대회
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• pp.995-1000
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• 2008

Software Process Improvement(SPI) becomes an important issue at software quality. A research model is suggested on the basis of previous literature. The model includes success factors for SPI as independent variables and CMM levels as mediating variables, and defines organizational performance as dependent variables. This study basically investigates causational relationships among SPI success factors, CMM levels, and organizational performance through a structured equation model. A LISREL v8.72 for windows is used for statistical analysis. Even through success factors for SPI partially influences the CMM level, the CMM level is fully related to the level of organizational performance. The results show that the success factor for SPI in Korean companies are not equal to the factors abroad, but indicate that the CMM level is closely related to the organizational performance. These results will be helpful to academicians as well as to practitioners.

• 보건행정학회지
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• 제11권1호
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• 지식경영연구
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• 제12권2호
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• pp.17-34
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• 2011

As organization's success depends on how much employees are active in recognizing new knowledge and transform into organization's value, this study is to examine the influence of employees' self-directed learning capacity on organizational absorptive capacity, organizational commitment and job involvement. The study has shown that managerial level employees have high level of self-directed learning capacity, and employees who have such high level capacity also shown to have high level of absorptive capacity and organizational affective commitment and job involvement. There were static correlations between all the variables, and absorptive capacity has a complete meditated effect on each variables. Hence, in order to enhance absorptive capacity, organizations should put their effort to develop employees' self-directed learning capacity, which will not only improve individual competency but also lead to organization's success in this competitive global market.