ISSN : 1229-0696
The purpose of this study was to examine the fittness of a model that was proposed to measure overall organizational satisfaction which could be considered more broad concept than job satisfaction. The proposed model consisted of 9 factors which included 5 factors derived from JDI's subfactors and 4 other factors derived from relevant theoretical backgrounds. Thus, this study attempted to evaluate the fittness of the proposed model and the relationships among the factors in the model through covariance structure analysis. Subjects in this study consisted of 228 male and 519 female line workers in a large corporation and their average age was 21.37(sd=5.39). From the results of this study, it could be said that the proposed model had a moderate level of goodness of fit. Also, it was revealed that the factors in the model were meaningfully and complicately related to one another and to the organizational satisfaction.
This study was intended to investigate barriers of career development perceived by organization employees. In addition, it was examined whether barriers were perceived differently based on employees' sex, marital status, and job level. Data were obtained from 138 employees across 15 organizations, 21 subcategories were obtained and then these were categorized into four areas. Results showed that among the 21 subcategories, company policy, interpersonal relations, job characteristics, ability, aptitude and interest, organizational culture, and sex discrimination were perceived to be relatively severe barriers. Among the four areas, employees perceived individual characteristics and company-related areas as more severe barriers. Differences were found between men and women on the subcategories of sex discrimination, background, and company policy and the areas of company-related and society-related. Employees' marital status and job level did not affect their perceptions of barriers to career development. Implications of the results and limitations were discussed.
An aim of the study was to develop a standardized questionnaire to measure the quality of medical services based an the patients perception. As a first step, the study attempted to find out the dimensions of inpatients perceptions of medical services and their relationship to consumer behavior. Randomly sampled 600 subjects from 1300 patients, who had been hospitalized in a General Hospital of the Suwon city, were asked to fill out a mailing questionnaire which includes 51 key items regarding to the quality of the radical services. The 269 questionnaires were returned and analyzed. Using the frequency of 'D.K.' responses of each item as a criterion, the 33 items were selected as common and relevant items, With a common factor analysis(principle axis factoring) by Kaiser criterion, 7 factors were revealed which were easy to interpret. The 7 factors included easily identifiable aspects of the in-patients experience: Medical care, Hospital/ward Environment, Nursing, Information, Admissions, Discharge, and Food, Using a multi-trait scaling analysis(correlation matrix of dimension scale and item correlations), the author examined the validity of the items underlying the factors. It was found that most of the items would have acceptably high convergent and discriminant validity and could be used in the future study. To explore the relationships of the dimensions of quality perceptions and other theoretically related variables, the dimension scores were correlated with overall satisfaction score, overall health outcome score, and behavioral intention(to return visit/recommend) score. The present results suggested that Hospital/ward environment, Medical care, Nursing, and Information might be the major factors which could affect post-consumption behaviors of the patients. The factor structure of the present study was discussed and compared with the results of the researches that studied the inpatients perceptions of medical service. The author discussed the relationships between the quality perceptions and the post-consumption behaviors. Also the author suggested some considerations far future study and discussed the limitations of the present study.
The purpose of this study is to propose organizational training model that explains the effect of many variables on the trainig outcomes (learning and transfer of training in organizations). Items that were supposed to measure each of the three constructs were collected, and a exploratory factor analysis performed to find out subfactors of each of the three constructs using 816 employees, who had experience on any kind of the organizational trainings, from six different corporations. The comprehensive training model that explains relationships among antecedent variables, learning, and transfer of training was proposed based on the previous researches. Then the data were collected through questionnaires from 816 employees in six different corporations. The hierarchical multiple regression analyses were performed to testify the proposed model. Reseults indicated that the trainee characteristics and training design affected learning directly, and work environment had indirect effect on learning via the trainee characteristics. In addition, learning, the trainee characteristics, and the work environment affected the transfer of training directly. The trainee characteristics didn't have moderate the relationship between learning and transfer of training, and also the work environment didn't have moderate the relationship between learning and transfer of training. According to these relationships, the traning model was developed. The covariance structure analysis revealed that the developed model was well-fitted to the data.
Costing human performance has long been a goal in industrial and organizational psychology in evaluating the effects of organizational interventions on the benefits expressed in economic terms like money. One procedure for estimating the utility of job performance has been developed by Schmidt, Hunter, McKenzie, and Muldrow(1979). The purpose of this study was to investigate the applicability of the Schmidt-Hunter global estimation method to a broad range of jabs as a function of the Data, People, and Things variables of work. The applicability of the method was evaluated by the the degree of normality of economically-expressed distribution of job performance(the index of normality) and the degree of agreement in the utility estimates among raters(inter-rater reliability). Raters in this study were 807 assistant managers in a large motor manufacturing company. Raters provided the degree of manipulating things, interesting people, and dealing with data in performing their jobs. Also they estimated the economic contribution of employee at the position of 15, 50, and 85 percentile of economically-expressed distribution of job performance. It was find that the Data, People, and Things variables of work can explain the applicability of the global estimation method across a variety of jobs. More specificically, the People variable was highly related to the normality of economically-expressed performance distribution and the degreee of agreement among raters. While the jobs dealing less with people had more statistically normal distribution of job performance and produced higher agreement, the jobs dealing mare with people had non-normal(positively skewed) distribution and produced lower agreement in the three estimates among raters. Therefore, it was concluded that the jobs, which require more frequent contacts with other people have low applicability of the global estimation method, and vice versa. The implications of these findings and limitations of this study were discussed.
Practical Intelligence (PI) for solving everyday problems in living is distinguishable from academic intelligence as measured by IQ tests. The relative importance of each aspect of intelligence will vary from one situation to the next, depending on characteristics of the real-world pursuit. The purpose of the present study was to examine the theory and measurement of PI, focusing on the PI in organizational setting. Specifically, within the framework of the contextual subtheory of Sternberg's triarchic theory of intelligence, the construct of PI and the instrument for measuring it, the TKIM (Tacit Knowledge Inventory for Manager) were discussed. Also, the development of a PI test for a large company in Korea and the findings on the test were described. The results provided strong support for the hypothesis of Sternberg & Wagner. The PI test correlated significantly with the criterion measure of supervisors' ratings, with the value of r<sup>2</sup> being 2 to 3 times larger than that typically found between performance on tests and job performance. The importance of the present experiment in the large company in Korea is to suggest that in addition to other measures (e.g. IQ, personality), PI plays a nontrivial role in work-related practical judgement and decision making. Finally, the future directions for developing psychological tests as an effective selection tool were proposed, and the roles of PI test for selection, placement, training and development were examined. The role of industrial and organizational psychologists should play in this process was also discussed.