• Title, Summary, Keyword: Organizational Health

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Analysis of Factors Affecting the Quality of Work Life of Dental Hygienists Based on the Culture-Work-Health Model

  • Park, Ji-Hyeon;Cho, Young-Sik;Lim, Soon-Ryun
    • Journal of dental hygiene science
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    • v.18 no.1
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    • pp.32-41
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    • 2018
  • This study investigated the relationship between the organizational culture, organizational support, organizational health, personal health, and quality of work life of dental hygienists and analyzed the factors affecting the quality of work life in order to identify ways to improve their quality of work life. A total of 320 dental hygienists completed a self-administered survey; after excluding data from 21 respondents, 299 responses were included in the analysis. Frequency analyses, t-tests, one-way analysis of variation (ANOVA), and correlation analyses were conducted. A path analysis was also conducted to confirm the causal relationships. The findings are as follows. First, there was a significant difference in several general characteristics of the organizational culture including years in the current job and the number of dental hygienists; organizational support including age and the number of dental hygienists; organizational health including years in the current job and annual salary; and personal health including annual salary. Second, the quality of work life showed a positive correlation with organizational culture, organizational support, personal health, and organizational health in that order. Third, the results of path analysis revealed that organizational culture had a positive effect on organizational support; organizational support and personal health on organizational health; organizational support on personal health; and organizational support and organizational health on quality of work life. In addition, organizational support and organizational health had a direct effect on the quality of work life, while organizational culture, organizational support, and personal health had an indirect effect. These results indicated existence of a relationship among organizational culture, organizational support, organizational health, personal health, and quality of work life. It is necessary to identify ways to improve the quality of work life of dental hygienists.

An Empirical Analysis of The Relationship between Hospital Employees' Perception of Organizational Politics, Organizational Effectiveness, and The Moderating Role of Organizational Trust (병원조직 구성원의 조직정치지각과 조직유효성과의 관계: 조직신뢰의 조절효과)

  • Yi, Kyunghee;Yoon, Hyejeong;You, Myoungsoon;Lee, Wang-Jun
    • Korea Journal of Hospital Management
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    • v.22 no.2
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    • pp.70-86
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    • 2017
  • The purpose of this study was to empirically investigate the relationship between hospital employeesʼ perceptions of organizational politics, organizational effectiveness such as job satisfaction, organizational commitment, and turnover intention. We also evaluated the moderating effect of organizational trust on the relationships between POPs and organizational effectiveness. By analyzing 726 employeesʼ data including physicians, nurses, medical technicians, and administrators from one private hospital, POPs was found to have had a highly negative relationship with job satisfaction and organizational commitment while a highly positive relationship with turnover intention. Furthermore, organizational trust moderated the relationship between POPs and job satisfaction, and also POPs and turnover intention, while no moderating effect appeared between POPs and organizational commitment. Within the organization, employees who are in a group with high organizational trust have low job satisfaction and high turnover intention when they have high POPs rather than a group with low organizational trust. Further the implications of these results and future directions of the study have been discussed.

The Influence of Work-Family Conflict and Organizational Support on Organizational Effectiveness among Married Working Women of Health Services Organizations (의료서비스조직 기혼 여성근로자의 직장-가정 갈등, 조직 지원이 조직유효성에 미치는 영향)

  • Ha, Eun Jeong;Kwon, Su Jin
    • The Korean Journal of Health Service Management
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    • v.1 no.1
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    • pp.31-44
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    • 2007
  • The purpose of this study is to shed light on the effect of work-family conflict on organizational effectiveness, focusing on the moderating effect of organizational support among married working women of health services organizations. Data were collected from 149 married working women of health services organizations located in Busan Metropolitan areas by structured self-administered questionnaire. Main results of this study is as the following: First, based on the type of work-household conflicts, namely time-based conflict(2.82 points), strain-based conflict(2.81 points) and behavior-based conflict(2.69 points), working women mainly experienced time and strain-based conflicts. The level of work-household conflicts was significantly higher among younger groups, highly educated, nurses, and regular workers. Second, the perceived organizational effectiveness found to be an above-average. Especially scores were high in the subcategories of customer orientation(3.84), followed by organizational commitment (3.42) and job satisfaction(3.19). The level of organizational effectiveness was significantly higher among older groups, medical technician and administrative job holders, day-time workers, and higher income groups. Third, the results of the regression analysis on the effects of work-household conflicts on organizational effectiveness showed that strain-based conflicts have a significant negative effect on organizational effectiveness such as job satisfaction and organizational commitment. Fourth, organizational support found to have a strong controlling effect for strain-based conflicts on organizational effectiveness. Above results imply that practical family-supportive policies for lessening the work-household conflicts is crucial for enhancing organizational effectiveness in health services organization.

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The Effects of Self-Leadership and Self-Efficacy on Organizational Effectiveness and Organizational Citizenship Behavior in Nurses (간호사의 셀프리더십과 자기효능감이 조직유효성과 조직시민행동에 미치는 영향)

  • Lim, Kyoung-Min;Bae, Sung-Kwon;Kim, Hye-Sook
    • The Korean Journal of Health Service Management
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    • v.7 no.4
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    • pp.259-272
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    • 2013
  • The purpose of this study is to examine the effects of self-leadership and self-efficacy on organizational performance, or more specifically, job satisfaction, organizational concentration and organizational citizenship behavior and then the effects of hospital organization members' job attitude on organizational performance, helping strengthen capability that individuals of the members have and ultimately improve that performance. Findings of the study can be summarized as follows. First, self-leadership has statistically significant effects on organizational citizenship behavior. Second, self-leadership has statistically significant influences on self-effectiveness, especially job satisfaction and organizational concentration. Third, how self-efficacy influences organizational effectiveness was examined to find that self-efficacy has significant effects on organizational concentration, but not on job satisfaction. Fourth, self-efficacy has no effect on organizational citizenship behavior. Fifth, how organizational effectiveness influences organizational citizenship behavior was investigated to find that effectiveness has statistically significant effects on organizational concentration, but not on job satisfaction.

The Effects of Organizational Justice on Job Satisfaction, Organizational Commitment and Health Status among Nurses (조직공정성이 간호사의 직무만족, 조직몰입 및 건강에 미치는 영향)

  • Yom, Young-Hee
    • Journal of Korean Academy of Nursing Administration
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    • v.15 no.2
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    • pp.216-224
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    • 2009
  • Purpose: The purpose of this study was to investigate the effects of organizational justice on job satisfaction, organizational commitment and health among hospital nurses. Method: The sample of this study consisted of 267 nurses from 3 general hospitals located in Seoul, Korea. Data were collected with self-administrated questionnaires and analyzed hierarchical multiple regression. Result: The distributive and procedural justices had effects on nurses' job satisfaction and organizational commitment, but no effects on health. The procedural justice had more effects on nurses' job satisfaction and organizational commitment than distributive justice. There was no moderating effect of distributive and procedural justices on nurses' job satisfaction, organizational commitment and health. Conclusions: It is important for hospitals to be established fair reward systems which should focus on both outcomes and processes in order to evaluate nurses' rewards. It is suggested that new moderators like personality or organizational structure should be considered for future research.

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The effects of organizational culture and self-leadership on organizational effectiveness in oral health professional (치과의료기관 종사자의 조직문화와 셀프리더십 유형이 조직유효성에 미치는 영향)

  • Jang, Jong-Hwa;Lee, Young-Soo;Moon, Ae-Eun
    • Journal of Korean society of Dental Hygiene
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    • v.11 no.3
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    • pp.395-404
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    • 2011
  • Objectives : This study was to investigate the level of organizational culture and self-leadership on organizational effectiveness and the significant factors influencing organizational effectiveness in oral health professional. Methods : Data were obtained from a cross-sectional survey of 297 oral health professional(mean age=$29.95{\pm}8.10$). Participants in the study were recruited when they attended the dental health form in Gwangju. Organizational culture was classified into four factors: relation-oriented, innovation-oriented, hierarchy-oriented, task-oriented culture. Self-readership consisted of five factors: rehearsal/self-observation, self-goal establishment, self-esteem, self-criticism, self-reward. Organizational effectiveness included organizational commitment and job satisfaction. The data was analysed using t-test, one-way ANOVA, Pearson correlation and multiple regression. Results : The dominant organizational culture was rank-oriented culture. The mean score of self-readership score was 3.51 out of a maximum 5 points. Organizational commitment was positively correlated with age, relation-oriented culture, self-goal establishment, self-reward explained 41.9% and job satisfaction was positively correlated with relation-oriented culture and self-esteem explained 48.6%. Conclusions : Based on the findings, the organizational culture and self-readership was correlated with organizational effectiveness. These results suggest that further development should be continued to develop the effective self-readership and organizational culture to improve the organizational effectiveness of oral healthcare professional.

A Study on the Police Organizational Health Diagnosis Index Development (경찰 조직건강 진단지표에 관한 시론적 논의)

  • Kwon, Hye-Rim;Joo, Jae-Jin
    • The Journal of the Korea Contents Association
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    • v.14 no.8
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    • pp.150-155
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    • 2014
  • This study explored the police organizational health diagnosis index development. and the ultimate purpose of this study is to suggest the ways for the police to develop the police organizational health diagnosis index and then to raise the organizational effectiveness. A police organizational health diagnosis index comprises three categories; Organizational Behavior, Group Behavior, and Individual Behavior. A Organizational Behavior questionnaire comprises five categories; Organizational Structure, Organizational atmosphere, Environmental Compliance, Transformational Leadership, and Communication & decision-making. Secondly, A Group Behavior questionnaire comprises five categories; How to manage the personnel, Conflict management style, Group cohesion, Vision and Strategy, and Community-oriented & shared responsibility. Thirdly, An Individual Behavior questionnaire comprises five categories; Job Motivation, work-related factors, Trust, Vitality, and Organizational Cynicism. This author expects this study to contribute to the development of an adequate measuring instrument of the police organizational health diagnosis index.

Relationships among Job Characteristics, Knowledge Sharing, Organizational Culture, and Organizational Commitment in Occupational Health Nurses and Clinical Nurses (보건관리자와 임상간호사의 직무특성, 지식공유 및 조직문화가 조직몰입에 미치는 영향)

  • Kim, Young Im;Lee, Da Ye
    • Korean Journal of Occupational Health Nursing
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    • v.26 no.4
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    • pp.236-246
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    • 2017
  • Purpose: This study aimed to investigate the relationships among job characteristics, knowledge sharing, organizational culture, and organizational commitment in occupational health nurses (OHN) and clinical nurses (CN) to identify factors that might influence organizational commitment. It aimed to contribute to the improvement of knowledge management in health care organizations, including industrial workplaces and hospitals. Methods: A convenience sample of 188 nurses, specifically 100 OHN and 88 CN, was selected. Data were analyzed with descriptive statistics, t-tests, correlation coefficients, and multiple regression analysis. Results: OHNs had a significantly higher education level and current work experience; higher proportion of participants with contract employment status, day work shift, less turnover experience, good lifestyle; and higher scores on organizational culture ($3.3{\pm}0.61$) and organizational commitment ($3.1{\pm}0.60$). Additionally, the correlations among organizational commitment, job characteristics, knowledge sharing, and organizational culture ware higher (r=.38~.57) among OHNs as compared to those among CNs. Further, the organizational commitment of OHNs was significantly influenced by knowledge sharing, organizational culture, working hours, and salary ($R^2=.32$), while that of CNs was influenced by organizational culture and life event stress ($R^2=.11$). Conclusion: There is a need to develop measures to enable nurses to contribute to the improvement of knowledge management in health care organizations as major human resources, by including interventions for the major factors leading to between-group differences in organizational performance.

A Study on the Health and Organizational Effectiveness of Korea Coast Guard Substation organization: Focused on Recognition of Workers (해양경찰 파출소 조직의 건강성과 조직효과성에 관한 연구 - 근무자의 인식을 중심으로 -)

  • Kim, Sang-Goo;Park, Jae-Hong
    • Journal of Navigation and Port Research
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    • v.34 no.1
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    • pp.83-89
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    • 2010
  • By analyzing the data collected through surveys conducted on coast guard officers, this paper measures the level of organizational health and explores indicators of organizational health that influence organizational effectiveness. The findings of the analysis can be summarized as follows: First, the scores of all the organizational health indicators except job stress exceed average, which leads a conclusion that coast guard organizations' organizational health is in considerably good condition. Second, the indicators of organizational health included in the analyses are found to have both positive and negative effects on organizational effectiveness. While such variables as pay, co-worker relationship, job autonomy, job itself, organizational trust, job orientation influence positively, other variables including development-oriented culture, promotion system and supervision influence negatively on organizational effectiveness.

The Effect of Community Health Planning on public health centers' organizational performance (지역보건의료계획 수립이 보건소의 조직성과에 미치는 영향)

  • Jang, Myung-Wha;Kim, Chang-Yup;Lee, Hwa-Kyung;Park, Sun-Hee;Na, Baeg-Ju
    • Health Policy and Management
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    • v.22 no.2
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    • pp.225-248
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    • 2012
  • Community Health Planning has been used in public health centers for over 10 years, but little is known about its effect and how it is utilized by public health centers. This paper examines the effect of Community Health Planning on public health centers'organizational performance through the use of the Structural Equation Modeling(SEM) technique. We conducted e-mail surveys of chiefs, people in charge of planning and other staff members in all the public health centers in the country. The instrument measured self-evaluated levels of Community Health Planning, implementation and the effect on the public health centers. The model of the SEM technique has five latent constructs: requirements of planning, plan formulation, implementation, organizational capacity and performance. The SEM technique validated the instrument used in the study and exhibited a relatively good fit. Results of this study were as follows. First, the requirements of planning have positive effects on plan formulation. Second, plan formulation has positive effects on organizational capacity but plan implementation doesn't. Third, there was no statistically significant path between plan formulation, implementation and performance. Fourth, organizational capacity has positive effects on performance. Consequently, this study revealed that Community Health Planning has a positive influence on organizational performance through organizational capacity.