Browse > Article
http://dx.doi.org/10.15207/JKCS.2022.13.04.383

The Longitudinal study on the Impact of Innovative Organizational Culture on Organizational Commitment  

Song, Seung-Ik (Department of Education, Yonsei University)
Kim, Jeong-Hwan (Department of Statistics, Korea University)
Mo, Youngmin (The Institute for Educational Research, Yonsei University)
Publication Information
Journal of the Korea Convergence Society / v.13, no.4, 2022 , pp. 383-396 More about this Journal
Abstract
The purpose of this study was to investigate the effect of worker's innovative organizational culture on organizational commitment in companies. The research data were used from the fourth year (2011) to the seventh year (2017) of the HCCP (Human Capital Corporate Panel), and 207 companies were subject to the final analysis except for missing values. To statistically validate the research model, we utilize the SPSS 26.0 and AMOS 21.0 programs to perform Latent Growth Modeling analysis. The results of the study are as follows. First, both the innovative organizational culture and organizational commitment of companies have been shown to continue to decline over time. Second, the initial value of innovative organizational culture has been shown to have a significant impact on the initial value of organizational commitment. On the other hand, the initial value of innovative organizational culture has no significant effect on the rate of change in organizational commitment. Third, the rate of change in innovative organizational culture has been shown to have a significant impact on the rate of change in organizational commitment. Based on these findings, we present practical measures to enhance the importance of innovative organizational culture along with its implications.
Keywords
Innovative Organizational Culture; Organizational Commitment; Manufacturing Industry; Latent Growth Model; Longitudinal study;
Citations & Related Records
Times Cited By KSCI : 2  (Citation Analysis)
연도 인용수 순위
1 C. S. Park & K. C. Choi. (2013). The effects of transformational leadership on organizational culture and innovation in the fire fighting organization. Fire Science and engineering, 27(6), 104-114. DOI : 10.7731/KIFSE.2013.27.6.104   DOI
2 G. Di Stefano, F. Scrima & E. Parry. (2019). The effect of organizational culture on deviant behaviors in the workplace. The International Journal of Human Resource Management, 30(17), 2482-2503. DOI : 10.1080/09585192.2017.1326393   DOI
3 Korea Research Institute for Vocational Education and Training. (2018). Human capital corporate panel: 1st(2005) to 7th(2017) survey.
4 Y. T. Lee. (2017). A study on the effect of organizational culture on job satisfaction and organizational commitment in ICT enterprises. Management & Information Systems Review, 36(4), 149-166. DOI : 10.29214/damis.2017.36.4.009   DOI
5 W. S. Jo. (2014). The effect of organizational culture of super deluxe hotels on turnover intention. Tourism Research, 19(3), 183-198. UCI : G704-SER000009129.2014.39.3.005
6 World Bank. (2018). World bank open data. Manufactures Exports.
7 H. K. Jo, S. R. Hwang & C. K. Chae. (2013). Innovation-oriented organizational culture and corporate performance. The HRD Review, 16(4), 34-53.
8 J. E. Lee & Y. J. Lee. (2008). The effect of organizational culture types on organizational commitment: kimberiy & quinn's model. The Korea Policy Journal, 8, 60-81.
9 H. J. Kim. (2003). Organizational culture, leadership, and organizational effectiveness. Korean Public Administration Review, 37(4), 103-12. UCI : G704-000298.2003.37.4.003
10 J. H. Kim. (2007). The Relationship between organizational culture, organizational commitment and performance: an examination of public employment service. Quarterly Journal of Labor Policy, 7(2), 103-134. DOI : 10.22914/jlp.2007.7.2.004   DOI
11 B. Buchanan. (1974). Building organizational commitment: the socialization of managers in work organizations. Administrative science quarterly, 533-546. DOI : 10.2307/2391809   DOI
12 J. P. Meyer & N. J. Allen. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. DOI : 10.1016/1053-4822(91)90011-Z   DOI
13 J. C. Naranjo-Valencia, D. Jimenez-Jimenez & R. Sanz-Valle. (2019). Organizational culture effect on innovative orientation. Management Decision, 49(1), 55-72. DOI : 10.1108/00251741111094437   DOI
14 M. W. Browne & R. Cudeck. (1993). Alternative ways of assessing model fit.. CA : Sage.
15 I. J. Yang & J. C. Jeong. (2020). The effect of innovative organizational culture, organizational communication, and education and training effectiveness on organizational commitment of employees by company size: the moderating effect of organization's human resource oriented value. Korean Management Consulting Review, 20(3), 83-97.
16 W. S. Kim, K. H. Kim & J. E. Son. (2019). A longitudinal study of the impact of corporate human resources systems on organizational culture. The Educational Research for Tomorrow, 32(2), 43-65.
17 J. H. Kim. (2017). Mediating effect of innovation change between high-commitment HRM and organizational performance: a longitudinal mediation analysis using latent growth modeling. Korean Journal of Management, 25(3), 269-301. DOI : 10.26856/kjom.2017.25.3.269   DOI
18 Y. H. Kim, H. S. Yoon & J. J. Kim. (2016). How top management HR-oriented values and firm performance affect the change in high performance work systems. Korean Journal of Management, 24(3), 101-126. UCI : G704-000359.2016.24.3.005
19 J. R. Choi. (2019). Organizational culture and performance: review of previous research in korea and meta-analysis. Seoul Journal of Industrial Relations, 30, 23-49. URI : https://hdl.handle.net/10371/164526
20 J. Y. Kim, M. Y. Lee, A. R. Jo & S. H. Kim. (2019). The moderating effect of informal learning on the relationships between organizational cultures and job satisfaction. Korea Lifelong Education and HRD Institude, 15(2), 27-56. DOI : 10.35637/klehrd.2019.15.2.002   DOI
21 H. Y. Lee. (2017). Structural analysis of innovative organizational culture, education and training, organizational commitment, and human resource capacity: analysis of HCCP panel data. Journal of Korea Culture Industry, 17(4), 135-145.
22 E. J. Wallach. (1983). Individuals and organizations: the cultural match. Training & Development Journal, 12, 28-36.
23 R. T. Mowday, R. M. Steers & L. W. Porter. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247. DOI : 10.1016/0001-8791(79)90072-1   DOI
24 R. T. Mowday. (1998). Reflections on the study and relevance of organizational commitment. Human Resource Management Review, 8(4), 387-401. DOI : 10.1016/S1053-4822(99)00006-6   DOI
25 C. A. O'Reilly & J. Chatman. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499. DOI : 10.1037/0021-9010.71.3.492   DOI
26 S. G. West, J. F. Finch & P. J. Curran. (1995). Structural equation models with nonnormal variables: Problems and remedies. Thousand Oaks : Sage.
27 R. E. Quinn & L. R. Kimberly. (1984). Paradox, planning, and perseverance: guidelines for managerial practice. IL : Dow Jones-Irwin.
28 K. S. Cameron & R. E. Quinn. (1999). Diagnosing and changing organizational culture. N.Y. : Addison Weslet Inc.
29 P. M. Bentler. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107(2), 238-246. DOI : 10.1037/0033-2909.107.2.238   DOI
30 J. H. Kim, M. K. Kim & S. H. Hong. (2009) Writing a paper in a structural equation model. Seoul : Communication Books.
31 B. S. Kim. (2017). Non-regular employment and working conditions. Labor Review 17(1), 93-112.
32 H. C. Sashittal & A. R. Jassawalla. (2002). Culture that support product-innovation process. Academy of Management Executive, 16(3), 42-54. DOI : 10.5465/AME.2002.8540307   DOI
33 E. C. Stazyk, S. K. Pandey & B. E. Wright. (2011). Understanding affective organizational commitment: the importance of institutional context. The American Review of Public Administration, 41(6), 603-624. DOI : 10.1177/0275074011398119   DOI
34 I. Yang & H. Kang. (2019). The moderating effect of organizational justice on the relationship between organizational culture and organizational effectiveness in manufacturing companies. Journal of Agricultural Education and Human Resource Development, 51(3), 103-134. DOI : 10.23840/agehrd.2019.51.3.103   DOI
35 E. H. Schein. (1992). Organizational culture and leadership (second ed.). New York : Jossey-Bass.
36 J. Y. Han & J. W. Park. (2021). The effect of innovative organizational culture on organizational commitment through informal learning effect and job satisfaction. Korea Lifelong Education and HRD Institude, 17(2), 1-27. DOI : 10.35637/klehrd.2021.17.2.001   DOI
37 D. S. Lee. (2017). The effect of organization culture and organization character on organization commitment and organization stress : focused on moderating effect of gender. Journal of Human Resource Management Research, 24(4), 83-104. DOI : 10.14396/jhrmr.2017.24.4.83   DOI
38 Statistics Korea. (2021). Results of 2019 job movement statistics using administrative data.
39 C. J. Fisher & R. J. Alford. (2000). Consulting on culture: a new bottom line. Consulting Psychology Journal: Practice and Research, 52(3), 206. DOI : 10.1037/1061-4087.52.3.206   DOI
40 T. E. Deal & A. A. Kennedy. (1982). Corporate cultures: the rites and rituals of corporate life. Mass : Addison-Wesley.
41 E. Ogbonna & L. C. Harris. (2000). Leadership style, organizational culture and performance: empirical evidence from UK companies. International Journal of Human Resource Management, 11(4), 766-788. DOI : 10.1080/09585190050075114   DOI
42 R. Deshpande, J. U. Farley & F. E. Webster Jr. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: a quadrad analysis. Journal of marketing, 57(1), 23-37. DOI : 10.2307/1252055   DOI
43 J. S. Kwon. (2011). The influence of innovative organization culture to human resource innovation and organizational commitment. Journal of Business Research, 26(1), 153-182.   DOI
44 J. Y. Lee. (2016). The effects of perceived flexible organization culture on psychological capital and commitment to change in organization spin-off contexts. Korean Journal of Management, 24(2), 115-153. UCI : G704-000359.2016.24.2.005   DOI
45 J. P. Meyer, S. V. Paunonen, I. R. Gellatly, R. D. Goffin & D. N. Jackson. (1989). Organizational commitment and job performance: It's the nature of the commitment that counts. Journal of Applied Psychology, 74(1), 152-156. DOI : 10.1037/0021-9010.74.1.152   DOI
46 J. H. Kim & J. H. Jang. (2009). Analysis of the effectiveness of investment in human resource development on organizational commitment and intention to quit. The journal of Economics and Finance of Education, 18(4), 29-57. UCI : G704-000105.2009.18.4.005
47 K. T. Sohn & J. M. Kim. (2015). The causal relationship among job performance, support for career development, organizational commitment, career commitment and organizational citizenship behavior of employee in large corporations. Journal of Agricultural Education and Human Resource Development, 47(3), 139-174. DOI : 10.23840/agehrd.2015.47.3.139   DOI