• 한국병원경영학회지
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• 제9권2호
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• pp.1-22
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• 2004

This study was designed to suggest a learning organization in a medical center by examining the factors to influence effectiveness of the learning organization. We collected the data of 586 persons who participated once or more times in the learning organization managed from 2000 to 2002 by Y Medical Center located in Seoul, and included the data of 285 persons in the final analysis. The results of the study are summarized as follows. First, as the results of examining the regression coefficients to predict the effectiveness of and satisfaction with the learning organization through the learning level, learning method and learning organization constructing level as the general variables, the important influential factors were shown as follows: 1)knowledge creation, knowledge storing, private learning, organizational learning, and learning organization construction of occupational and human levels as the factors to predict the working competency; 2) learning organization construction of the human level as the factors to assume the duty satisfaction; 3) gender, working years, private learning, team learning and organizational construction level for the prediction of the organizational commitment; and 4) medical technical service, knowledge creation, organization learning, and constructing level of the environmental and human levels for the assumption of the satisfaction with experience in the learning organization. Based on the study results of the effects in managing the learning organization, we can conclude the followings. First, the members who are in various working positions and occupations need to continuously participate in the learning organization. Second, to raise the organizational outcome from the management of the learning organization, it is necessary to establish systematic concepts in the constituents of the organizational effectiveness such as working competency improvement, duty satisfaction and organizational commitment, and the experience satisfaction of the learning organization. Finally, the future of the organization depends on the learning competencies of the organization members. To continuously exist and develop the organization, the private learning of the organizational members should be constantly spread and shared over the organizational level, and the usual innovations such as repetitive and habitual organizational learning should be generally tried out throughout the whole field of the management.

• 보건의료산업학회지
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• 제5권1호
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• pp.133-145
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• 2011

The purpose of this study is to analyze the influence of external environment, organizational characteristics on informatization level in hospital settings, and to provide suggestions to improve the informatizaiton level of strategic information system of hospitals. In order to achieve study purpose, causal model was developed and empirically tested. Data were collected from 716 managers of 89 hospitals keeping information system in Busan and KyungNam Province using self-administered structured questionnaire. Major results of this study were as follows; First, among hospitals which had information training programs, informatization capacity was significantly higher. Moreover, informatization capacity was significantly varied by ownership type, institutional level, and number of beds of hospitals. Second, environmental uncertainty, intra-industry competition intensity, decision-making concentration, work standardization variables and perceived benefits were found to be significant affecting factors on informatization capacity as a result of path analysis. Third, support of top-management and perceived benefits were found to be significant affecting factors on informatization capability as a result of path analysis. Especially, informatization capability was positively affected by informatization capacity. Finally, perceived benefits was found to be significant affecting factors on informatization competency as a result of path analysis. Especially, informatization competency was positively affected by informatization capability.

• 치위생과학회지
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• 제19권2호
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• pp.113-121
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• 2019

Background: We investigated somatization symptoms experienced by dental hygienists due to stress from emotional labor. Our aim was to provide basic research data that could be useful in the development of efficient stress management schemes for this occupational group. Methods: We analyzed data collected from 208 dental hygienists working in Jeollabuk-do Province, Korea. To measure the level and intensity of emotional labor among research participants, we used the Korean Emotional Labor Questionnaire. We used the Somatization Symptom Checklist-90-Revised (SCL-90-R) to measure the level of somatization symptoms among participants. Results: On analyzing the level of emotional labor and somatization symptoms according to general characteristics, participants aged 23~25 years showed high scores for stress due to emotional labor (p<0.05). Working 5 days per week, subjective health status, and organizational support and protection systems were found to correlate with the level of stress due to emotional labor (p<0.05). In the analysis of correlations between emotional labor and somatization symptoms, scoring high across all domains of emotional labor was associated with scoring high for somatization symptoms in the subdomains of emotional labor. When emotional labor and demographical variables were used as independent variables, having higher scores for emotional labor and having poor subjective health status were found to be associated with having higher levels of somatization symptoms (p<0.05). Conclusion: Our results showed that working at night and organizational support and protection systems were correlated with emotional labor and somatization symptoms. Measures must be taken at the organizational level to reduce emotional labor and somatization symptoms.

• 한국콘텐츠학회논문지
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• 제21권8호
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• pp.150-162
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• 2021

최근 기업들은 우수한 인재를 확보하기 위한 인재우대 정책과 혁신 지향적 조직문화를 구축하기 위한 사내 기업가 정신에 대한 관심이 고조되고 있다. 이에 본 연구는 인재우대 정책이 팀장의 인지된 조직 내부프로세스 역량과 직무만족도 간에 어떠한 인과관계가 있으며 그 과정에서 사내기업가 정신이 조절효과를 보이는지 실증 분석하는데 연구의 목적이 있다. 연구의 대상은 인적자본패널(HCCP) 7차년도를 활용하였으며, ICT기업이 포함된 비금융서비스 업종을 대상으로 하였다. 연구표본은 국내 79개 기업의 팀장직급 367명을 표본으로 활용하였으며, 개인수준과 조직수준의 변수를 동시에 분석할 수 있는 위계적 선형모형(HLM)의 다수준 분석을 활용하여 연구의 정확도를 높였다. 연구분석 결과, 인재우대 정책은 팀장의 인지된 조직 내부프로세스 역량과 직무만족도에 정(+)적인 영향을 주는 것으로 나타났다. 또한, 인재우대 정책이 두 결과변수에 영향을 미치는 과정에서 사내기업가 정신의 조절효과를 검증한 결과, 사내기업가 정신은 인재우대 정책이 직무만족도에 영향력을 강화시키는 조절효과가 있는 것으로 나타났으며, 조직 내부프로세스 역량에 대한 조절효과는 통계적으로 유의하지 않는 것으로 검증되었다. 이러한 연구결과는 인재우대 정책과 같은 조직수준의 변수가 개인수준의 변수에 영향을 미치는 과정에서 사내기업가 정신과 같은 조직 문화적 요소가 중요한 영향변수임을 확인하였다. 학술적으로는 인적자원 관리 차원에서 인재우대 정책과 같은 회사 전략의 효과성을 높이기 위해서는 업종과 조직의 특성에 맞는 적합한 문화적 환경 조성이 중요하다는 것과, 새로운 혁신이 필요한 기업은 사내기업가 정신을 활용할 필요성이 있다는 시사점을 제시하였다.

• Asia pacific journal of information systems
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• 제13권2호
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• pp.171-197
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• 2003

There have been quite many studies to identify factors affecting successful implementation of EDI systems. However, previous studies have investigated influencing factors independently. Given the complexity involved in the implementation of EDI systems, it might be quite necessary to investigate the interaction effects between influencing factors. The primary purpose of this study is to investigate the interaction effects of organizational characteristics as contextual variables on the relationship between managerial characteristics and EDI implementation. Analysis of 202 responses of survey questionnaire indicates the following: 1) Education/training and top management support has positive effect on the successful EDI implementation. 2) The degree of decentralization has strong, and management risk position has mild moderating effect on the relationship between managerial characteristics and EDI implementation. 3) The degree of formalization and organizational size have no moderating effect. 4) The subgroup analysis, conducted to determine the exact nature of interaction effect, reveals that the relationship between managerial characteristics and EDI implementation is significantly stronger with a high level of decentralization or management risk position than with a low level.

• 한국심리학회지 : 문화 및 사회문제
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• 제9권spc호
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• pp.75-88
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• 2003

본 연구는 안전사고의 예방 및 관리를 위해 시도되었던 행동적 연구를 실험상황, 피험자, 실험설계, 종속변인, 독립변인 등의 다양한 측면에서 비판적으로 분석하고, 이를 바탕으로 앞으로의 바람직한 연구 방향에 대한 제언을 목적으로 하였다. 행동적 접근은 1970년 후반부터 적용되어 안전관리에 있어서 많은 성공을 거두었으나 한계점도 존재한다. 특히, 상관연구에서 다루었던 개인차원에서의 중요 변인의 매개적 역할에 대한 고려가 없으며, 조직 상황에서의 처치 가능한 변인에 대한 고려가 부족한 실정이다. 따라서 개인차원의 주요 변인들에 대한 고려뿐만 아니라 조직차원에서의 변인들에 대한 개념을 행동적 연구에서의 독립변인으로서의 처치 대상이 될 수 있도록 보다 명확하게 구체화시킬 필요가 있다고 하겠다. 또한 독립변인과 종속변인과의 이론적 관련성, 프로그램의 유지 및 관리 등에 관한 보다 적절한 연구가 필요한 실정이다.

• 아태비즈니스연구
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• 제11권3호
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• pp.307-344
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• 2020

Purpose - The purpose of this study is to examine effects of productization and organizational competences on export performance of electromagnetic shielding companies and to analyze moderating effects of overseas market adaptation competences. For this, hypotheses were established by reviewing previous studies and an empirical analysis was conducted for testing. Design/methodology/approach - For this study, a survey was conducted for workers at electromagnetic shielding companies and 250 valid responses out of 300 questionnaires were aquired. A frequency analysis of related variables was conducted. Through an exploratory factor analysis, validity and reliability tests of measuring tools were conducted and a descriptive statistics was analyzed for collected data result and hypotheses testing. Findings - A correlation analysis was conducted to examine relationships among variables. Construct, convergent and discriminant validities were analyzed after a confirmatory factor analysis and a multi-group confirmatory factor analysis. Finally, with a verified model, the hypotheses and the moderating effects were tested. The results are as follows: First, the productization competence has a positive effect on export performance; Second, the organizational competence has a positive effect on export performance. Especially, the organizational competence has more effect on export performance than the productization competence. Although a development of new technology and product is important in terms of performance, along with these competences, a way of acquiring new skills and knowledge, and internalization and adaptation in organizations have more effect on export performance. Third, overseas market adaptation competence moderates effects of organizational and productization competences. Research implications or Originality - It is necessary to seek out opportunities for workers to participate in actively, such as conferences and seminars, to strengthen organizational competence. It is strongly believed that a constant development of high quality product will contribute to export performance. Lastly, in a policy level, supports on SMEs by governments are to be strengthened by providing with finance and human resource.

• 한국항공운항학회지
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• 제29권1호
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• pp.20-29
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• 2021

This study examined the effect of regulatory focus on adaptative performance for pilots and co-pilots engaged in domestic civil airlines, and verified the moderating effect of organizational commitment in the process of regulatory focus on adaptative performance. For study, the scale developed by Lockwood Penelope and others validated and developed to measure the regulatory focus was adapted to suit the aviation scene and examined through this. As a result of the study, among the sub-variables of the regulatory focus scale, the promotion focus had a statistically significant and positive effect on the adaptative performance. and derived that the prevention focus had a statistically significant negative effect on the adaptative performance. In order to examine the moderating effect of organizational commitment in the relationship between regulatory focus and adaptative performance, the results of hierarchical regression analysis were conducted after controlling the rank, background, and career. Organizational commitment showed a statistically significant positive moderating effect in the relationship of adaptative performance. In addition, as a result of the verification according to the level of organizational commitment, prevention focus and adaptative performance showed statistically significant negative effects when organizational commitment was high.

• 한국병원경영학회지
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• 제10권3호
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• pp.1-24
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• 2005

This study purports to investigate the determinants of individual personnel rating of the employees at a university hospital in Seoul, Korea. The sample used in this study consisted of 63 nurses, 41 para-medical staff (Clinical Pathologist, and Radiologist), and 67 administrative staff. Independent variables of the study included the achievement level of the selection test (English, major subject, and interview), post-entrance development factors (education and training, career development, supervisory support, co-worker support, and organizational support), and demographic characteristics. Data for the achievement level of the entrance exam and years for the first promotion were collected from the administrative records of the study hospital, while data for the post-entrance development factors were collected from the survey with self-administered questionnaires using 5-point Likert Scale during June 10-25, 2003. Collected data were analyzed using hierarchical multiple regression. The results of the study showed that achievement level of the interview and English exam at the selection test, education and training, organizational support, and supervisory support while working at the hospital, and length of duration (below 8 years) and educational background (4-year college graduates) among demographic variables had significant positive effects on the personnel rating. The results of the study imply that hospital administrators should make an effort to improve the validity of the selection test, and to motivate the employees to receive more education and training.

• 기본간호학회지
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• 제16권4호
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• pp.515-523
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• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.