PURPOSE: This study was done to investigate the factors affecting organizational commitment and turnover intention of hospital nurses. Empirical analysis on the mediating effect of the person-environment fit of organizational commitment and turnover intention and factors affecting this relationship were also examined. METHODS: Participants were nurses working in 4 university hospitals in Seoul or Busan. Data were collected between July 27 and Aug. 10, 2012 and for the final analysis, 393 data sets were used. The fitness of models were tested using AMOS 19.0. RESULTS: The fitness of the modified model showed high compatibility with the empirical data. In the modified model, organizational climate, professional self-concepts and person-organization fit were found to have significant effects on hospital nurses' organizational commitment. Professional self-concepts, personality, person-organization fit and person-job fit significantly affected hospital nurses' turnover intention. There was the mediating effect of person-organization fit between organizational commitment and turnover intention and factors affecting the relationship. But person-job fit was not found to have a mediating effect. Organizational commitment accounted for 49.8% and turnover intention for 39.9% of covariance in these factors. CONCLUSION: Nursing strategy for enhancing professional self-concepts and person-organizational fit should be planned by nursing managers.
Climate ; Hospitals, University ; Intention ; Models, Organizational ; Negotiating

OBJECTIVETo identify and generalize classes of public health laboratory detection activities and to discuss the method of identification and generalization of classes of Public Health Conceptual Information Model.

METHODSAt first, materials should be collected from consulting literatures and experts, referring to the existing system. Then, identification and generalization of classes are got for business process analysis, writing description documents, summing up important conceptions and activities, By use-case analysis, use-case diagram and tabulation of important conception and activities and reference to PHCDM, a structural diagram of classes is constructed.

RESULTSA structure diagram of classes of public health laboratory detection activity is given.

CONCLUSIONSThis is a feasible method in identification and generalization of classes of public health laboratory detection activities.

PURPOSE: The purpose of this study was to examine the problems and relevant variables for effective Organizational Socialization of new nurses, to produce a causal map, to build up a simulation model and to test its validity. METHOD: The basic data was collected from Sep. 2002 to July 2003. The Organizational Socialization process of new nurses was analyzed through a model simulation. The VENSIM 5.0b DSS program was used to develop the study model. RESULT: This Model shows interrelation of these result variables: organizational commitment, job satisfaction, job performance, intention of leaving the work setting, decision making ability, and general results of Organizational Socialization. The model's factors are characteristic of organization and individual values, task-related knowledge and skills, and emotion and communication that affects new nurses' socialization process. These elements go through processes of anticipatory socialization, encounter, change and acquisition. The Model was devised to induce effective Organizational Socialization results within 24 months of its implementation. The basic model is the most efficient and will also contribute to the development of knowledge in the body of nursing. CONCLUSION: This study will provide proper direction for new Nurse's Organizational Socialization. Therefore, developing an Organizational Socialization Process Model is meaningful in a sense that it could provide a framework that could create effective Organizational Socialization for new nurses.
*Socialization ; *Organizational Culture ; *Nurses ; *Models, Organizational ; Middle Aged ; Humans ; Female ; Adult

In this paper, the theory of complex adaptive system (CAS) and its modeling method are introduced. The complex characters of the hospital system is analyzed. The agile manufacturing and cell reconstruction technologies are used to reconstruct the hospital system. Then we set forth a research for simulation of hospital system based on the methodology of Multi-Agent technology and high level architecture (HLA). Finally, a simulation framework based on HLA for hospital system is presented.
Computer Simulation ; Hospital Information Systems ; Humans ; Models, Organizational

This study relates to the problems of organizational performance in the Christian hospitals. In this study, quality of working life (QOWL), which harmonizes individual as well as organizational goals, was used as an indicator of organizational performance from the open systems view. In order to identify the behavioral factors influencing QOWL in hospitals, self-administered questionnaires were distributed to 1,926 employees who were randomly selected from fifteen Christian hospitals from August 1 to August 30, 1986. The following results were obtained: 1) All correlation coefficients between QOWL and behavioral variables were statistically significant even though their magnitude varied according to hospital size. 2) Using factor analysis, 32 variables were parsimoniously grouped into four factors: individual conflicts, group behavior, organizational characteristics and situation, and job characteristics. The proportion of variance explained by these factors ranged from 33.5% to 38.6% according to hospital size. 3) The overall effects of the four factors in the multiple logistic models ranged from 0.85 to 3.12 according to hospital size. Among three hospital models, the model for small hospitals showed the best statistical fit. 4) The most influential factor was organizational characteristics and situation with an odds ratio ranging from 1.99 to 3.02. Again, the odds ratio was the highest for small hospitals. 5) For large hospitals, the two main factor effects were statistically significant: organizational characteristics and situation, and job characteristics. For medium hospitals, all main factor effects except job characteristics were statistically significant. For small hospitals, all main factor effects except group behavior were statistically significant. However, a factor interaction effect was shown only for large hospitals where it was statistically significant. 6) To examine whether the four factors influence financial performance, the four factor scores from the two financial performance groups were compared using Mann-Whitney test. The test results showed that the organizational characteristics and situation factor score was significantly different only for small hospitals.
Health Facility Size ; Logistic Models ; Odds Ratio ; Organizational Objectives ; Surveys and Questionnaires

PURPOSE: The aim of this study was to determine the impact of nursing organizational culture types on innovative behavior and job embeddedness among clinical nurse. METHODS: For this study a descriptive correlational study design was used. Participants were 293 nurses who had more than one year work experience. They were recruited from two university hospitals, one in Seoul and one in Gyeonggi province in 2016. Collected data were analyzed using SPSS/WIN 21.0 statistics program. RESULTS: Hierarchy-oriented culture was the highest type of organizational culture perception and innovation-oriented culture, the lowest. Multiple linear regression analyses showed that, when age and total clinical experience were adjusted for, innovation-oriented culture perception was the most significant factor influencing innovative behavior, followed by task-oriented culture and relation-oriented culture in that order (R²=.33, F=24.50, p<.001). Relation-oriented culture perception was the factor most influencing job embeddedness, followed by task-oriented culture and innovation-oriented culture in that order (R²=.48, F=55.98, p<.001). CONCLUSION: More systematic and sustained organizational efforts are required to improve the hierarchy-oriented culture highly perceived by nurses and to emphasize innovation-oriented, relation-oriented and task-oriented organizational culture to increase innovative behavior and job embeddedness among clinical nurses.
Gyeonggi-do ; Hospitals, University ; Job Satisfaction ; Linear Models ; Nursing* ; Organizational Culture* ; Seoul

This study introduces the Clinical practice guidelines (CPGs) appraisal system by the Korean Academy of Medical Sciences (KAMS). Quality management policies for CPGs vary among different countries, which have their own cultures and health care systems. However, supporting developers in guideline development and appraisals using standardized tools are common practices. KAMS, an organization representing the various medical societies of Korea, has been striving to establish a quality management system for CPGs, and has established a CPGs quality management system that reflects the characteristics of the Korean healthcare environment and the needs of its users. KAMS created a foundation for the development of CPGs, set up an independent appraisal organization, enacted regulations related to the appraisals, and trained appraisers. These efforts could enhance the ability of each individual medical society to develop CPGs, to increase the quality of the CPGs, and to ultimately improve the quality of the information available to decision-makers.
Guideline Adherence/*standards ; *Models, Organizational ; Practice Guidelines as Topic/*standards ; Quality Assurance, Health Care/*standards ; Republic of Korea

OBJECTIVES: Organizational culture has been important in field of organizational behavior research for the past decade. Although there has been a growing interest in the organizational culture and organizational effectiveness, there is few research in health care field. This study was carried out to investigate the relationship of organizational culture and organizational effectiveness at general hospital. METHODS: Data was collected by self-administrated questionares. Organizational cultures were measured by using Likert scale. A general hospital in Kyunggi-Do was selected and survey was conducted to 675 workers. Data was analyzed with computer package, PC- SPSS. RESULTS: There were four types of organizational culture in this hospital : consensual culture, developmental culture, hierarchical culture, rational culture. Many workers recognized their culture as rational culture and developmental culture. This finding showed that the hospital had both human related and task related climate. There were some differences in recognition of sub-organizational culture by occupational group, but perceived organizational culture was in accordance with sub-organizational culture in general. Multiple regression analysis and multiple logistic regression analysis were conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with organizational commitment and job-satisfaction. CONCLUSIONS: These results showed that types of organizational culture were significantly related to organizational effectiveness and understanding the existing culture is essential to develope their organizational effectiveness.
Climate ; Delivery of Health Care ; Gyeonggi-do ; Hospitals, General* ; Humans ; Logistic Models ; Occupational Groups ; Organizational Culture*

PURPOSE: The purpose of this study was to identify factors affecting clinical nurses' presenteeism. METHODS: A descriptive cross-sectional design was used in which participants completed self-report questionnaires that consisted of measures for nurses' job satisfaction, job stress, professionalism and presenteeism. 267 nurses working in general hospital participated in this study. Logistic regression analysis was used to estimate predictors of the presenteeism in clinical nurses. RESULTS: 250 nurses experienced one or more health problems last one month. The group who experienced presenteeism during the last one year had significant differences in professionalism and perceived productivity. Predictors of sickness presenteeism in clinical nurses included work experience, total health problem and last 1 year absenteeism. Last 1 year absenteeism and total health problem were strongly related to presenteeism in clinical nurses. CONCLUSION: Major findings of this study indicated that in dealing with nurses' presenteeism, not only managing nurses' job stress and job satisfaction but also providing flexible work schedule and increasing staffing level as an organizational approach are necessary to be considered. Further repeated and expanded research is needed to explore the multidimensional aspects of nurses' presenteeism including a broad range of work setting and the influence of Korean nurses' organizational culture on presenteeism.
Absenteeism ; Appointments and Schedules ; Efficiency ; Hospitals, General ; Job Satisfaction ; Logistic Models ; Organizational Culture ; Surveys and Questionnaires

PURPOSE: This study was conducted to develop and test a structural model of evidence-based practice (EBP) implementation among clinical nurses. The model was based on Melnyk and Fineout-Overholt's Advancing Research and Clinical Practice through Close Collaboration model and Rogers' Diffusion of Innovations theory. METHODS: Participants were 410 nurses recruited from ten different tertiary hospitals in Korea. A structured self-report questionnaire was used to assess EBP knowledge/skills, EBP beliefs, EBP attitudes, organizational culture & readiness for EBP, dimensions of a learning organization and organizational innovativeness. Collected data were analyzed using SPSS/WINdows 20.0 and AMOS 20.0 program. RESULTS: The modified research model provided a reasonable fit to the data. Clinical nurses' EBP knowledge/skills, EBP beliefs, and the organizational culture & readiness for EBP had statistically significant positive effects on the implementation of EBP. The impact of EBP attitudes was not significant. The dimensions of the learning organization and organizational innovativeness showed statistically significant negative effects on EBP implementation. These variables explained 32.8% of the variance of EBP implementation among clinical nurses. CONCLUSION: The findings suggest that not only individual nurses' knowledge/skills of and beliefs about EBP but organizational EBP culture should be strengthened to promote clinical nurses' EBP implementation.
Cooperative Behavior ; Diffusion ; Evidence-Based Practice* ; Korea ; Learning ; Models, Structural* ; Organizational Culture ; Tertiary Care Centers