• Title/Summary/Keyword: 자료조직

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Exploratory study on Structural Causal Relation of Market Orientation, Learning Orientation, and Organizational Performance in Social Welfare Organizations : Focused on Voucher Program Organizations (사회복지조직의 시장 지향성, 학습지향성, 조직성과의 구조적 인과관계 탐색 연구 : 바우처 사업을 수행하고 있는 조직을 중심으로)

  • Kwon, Sun-Ae;Kim, Gyo-Jung
    • The Journal of the Korea Contents Association
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    • v.13 no.6
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    • pp.212-226
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    • 2013
  • In this paper, I tried to analyze objectively the structural relation among market directivity, study directivity, and achievement of organization which are intended to equip competitive power of social welfare organization on the social service market centrally formed by the voucher business. Data collection objectives is consist of 7 metropolitan cities social welfare organizations, performing voucher businesses of the Ministry of Health and Welfare, and data is secured from 203 institutions. Some basic technological statistics and regression analysis employing structural equation was used for analysing data. Analyzed result, the structural relation among market directivity and study directivity and organizational performance is appeared meaningfully according to the fact that goodness of fit coefficients is TLI = .86, CFI = .89, RMSEA = .02. With respect to achievement of organization, market directivity and study directivity are all confirmed as positively influenced. The results of analysis about whether market directivity and study directivity for achievement of organization is direct effect or indirect effect shows that market directivity and study directivity are all influenced both directly to organizational performance, and as parameter. By the results of this research, social welfare organizations performing voucher business are to have practical implication requiring organization learning needed collecting and sharing the relevant information and organizational response toward voucher social service market.

The Effect of Ethical Leadership on Organizational Effectiveness: Intermediation Effect of Ethical Consciousness (윤리적 리더십이 조직유효성에 미치는 영향: 윤리의식의 매개효과)

  • Kang, Seong-cheon
    • Journal of Venture Innovation
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    • v.3 no.1
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    • pp.27-45
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    • 2020
  • It can be said that the effectiveness of organization is influenced by the ethical leadership of the boss, including the CEO, who is the subject of ethical management. In this study, ethical leadership was set as the subject of the study, and the concept of ethical leadership was set as ethical leadership that perceives the superiors in the process of performing subordinates by members of a company or organization. In this study, the effects of ethical leadership on organizational citizenship behavior and job satisfaction were examined, and the effects of ethical leadership on the ethical consciousness of subordinates were analyzed, and ethical consciousness in the relationship between ethical leadership, organizational citizenship behavior, and job satisfaction The mediating effect was analyzed. The subjects of this study were surveyed on 300 small and medium-sized workers in Gyeonggi Province from March 7 to May 10, 2020, and used as empirical analysis data. For data analysis, SPSS 24.0 and AMOS24.0 statistical analysis programs were used. The results of this study are as follows. As a result of the study, it was found that ethical leadership has an effect on organizational citizenship behavior, job satisfaction and ethical consciousness, and organizational characteristics such as ethical consciousness affect organizational citizenship behavior and job satisfaction according to how individuals perceive the organization. It was found that. Ethical leadership affects organizational citizenship behavior and job satisfaction. And these results are absolutely necessary to practice ethical management as a way to strengthen ethical leadership in order to increase organizational citizenship behavior and job satisfaction. Therefore, it is necessary to develop and implement various programs that make you feel a sense of unity with the organization.

A Study on the Effective Factors of the Organizational Structure upon the Organizational Effectiveness of University Libraries (대학도서관의 조직구조가 조직유효성에 미치는 영향요인에 관한 연구)

  • 김명옥
    • Proceedings of the Korean Society for Information Management Conference
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    • 1998.08a
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    • pp.133-136
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    • 1998
  • 본 연구는 대학도서관의 효율적인 조직구조의 형성방안을 위하여 대학 도서관 조직구조의 상황변수, 기본변수, 구조형태 및 조직유효성 간에 상호영향을 미치는 요인을 규명하고자 한 것으로서 이론적인 배경을 토대로 연구모형을 설계한 후에 실증적인 검증을 시도하였다. 이 검증을 위하여 상황변수는 환경, 기술, 규모, 전략유형, 권력유형을 채택하고, 기본변수는 복잡화, 공식화, 집권화를 채택하였으며, 구조형태는 단순조직, 기능별조직, 분관조직, 주제별조직(I)(II)로 구분하였고, 조직유효성 변수는 능률성, 유연성, 정보자료관리 및 만족성을 채택하였으며, 만족성은 조직몰입과 직무만족으로 세분하였다. 연구결과 조직구조의 상황변수, 기본변수 및 구조형태는 상호간에 영향을 주며, 궁극적으로 조직유효성에 영향을 주지만 그 내용은 극히 미약한 것으로 나타났다. 그리고 모든 측면에서 조직유효성이 높은 조직은 없고, 조직유효성에 영향을 미치는 구조형태는 극히 미약한 것으로 분석되었다.

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Effects of dental organizational structure and organizational culture on knowledge sharing in dental hygienist (치과의 조직구조와 조직문화가 치과위생사의 지식공유에 미치는 영향)

  • Oh, Se-Jin;Lee, Su-Young
    • Journal of Digital Convergence
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    • v.13 no.11
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    • pp.313-320
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    • 2015
  • This study was to explore the impact of organizational characteristics on knowledge sharing of dental hygienist on working for dental clinic or hospital. Data were collected from 349 dental hygienists by structured questionnaires in dental clinics or dental hospitals in Korea. Data was analysed by using SPSS 18.0 program with one-way ANOVA and multiple regressions. This study showed a positive correlation between knowledge sharing and clan culture of organizational culture(t=5.060, p=.000). It was described that knowledge share of dental hygienist has an effect on work performance partially. According to the study, dental organizational forms for knowledge sharing in the dental hygienist is require to maximize the work performance.

A Study on the Organizational Effectiveness of University Libraries (대학도서관의 조직유효성에 관한 연구)

  • Yoon Hye-Young
    • Journal of the Korean Society for Library and Information Science
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    • v.31 no.2
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    • pp.139-175
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    • 1997
  • This study attempts to assess university library organizational effectiveness and to develop an instrument to measure the construct. Major findings of the study are as follows. First, organizational effectiveness criteria can be reduced to fifteen factors. Second, four distinct clusters of libraries are identified, each showing a unique effectiveness profile. Third, there are significant differences in dimensions of organizational effectiveness according to the number of users, full-time staff, unit and position to which respondents belong. The investigation shows that organizational effectiveness of university libraries is, indeed, a multidimensional construct, implying that no single measure of effectiveness Is sufficient to describe an organization.

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The Impact of Entrepreneurial Orientation Subfactors on Organizational Performance in the Health and Social Welfare Services Industry (보건 및 사회복지서비스업 기업가적 지향성 하위요인이 조직 성과에 미치는 영향)

  • Ryu, Ju Hyun
    • Journal of Industrial Convergence
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    • v.22 no.6
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    • pp.73-80
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    • 2024
  • In this study, the impact of entrepreneurial orientation subfactors on organizational performance in the health and social welfare services industry was examined. Accordingly, responses from 272 organizations in this industry that participated in the corporate section of the 2022 Entrepreneurship Panel Survey conducted by the Korea Entrepreneurship Foundation were used. A regression analysis was performed on the data using the SPSS 25.0 program. According to the analysis, the entrepreneurial orientation subfactors of autonomy, proactiveness, innovativeness, and competitive pursuit had positive impacts on organizational performance. Risk-taking, on the other hand, had no effect on organizational performance. Based on these findings, building an entrepreneurial-oriented organizational culture and strengthening compensation to promote an entrepreneurial orientation are recommended.

The Impact of Servant Leadership on Job Satisfaction and Job Performance: Mediated Effects of Organizational Trust (서번트 리더십이 직무만족과 직무성과에 미친 영향: 조직신뢰의 매개효과)

  • Lee, Yong-sun;MUNGUNTSETSEG, MUNGUNTSETSEG
    • Journal of Venture Innovation
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    • v.4 no.2
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    • pp.1-16
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    • 2021
  • It can be said that it has various effects on the organization depending on the leadership of the boss, including the CEO, who is the main agent of management. In this study, Servant Leadership is the subject of research, and the concept of Servant Leadership is established as Servant Leadership, in which subordinates who are members of a corporate organization perceive their bosses in the course of performing their duties. In this study, we examined the impact of Servant leadership on job satisfaction and non-financial organizational performance, analyzed the impact of Servant leadership on subordinates, and analyzed the mediated effects of ethics in relation to Servant leadership and job performance. The subjects of this study conducted a survey of 300 workers at small and medium-sized enterprises nationwide from March 15 to April 20, 2021, and used 273 data as empirical analysis data. Data analysis uses the SPSS 24.0 and AMOS 24.0 Statistical Analysis programs. Research has shown that Servant leadership is affecting job satisfaction and non-financial organizational performance. These results are absolutely necessary for management practice in various ways, such as strengthening servant leadership, to enhance job satisfaction and non-financial organizational performance, so it is necessary to develop and implement a program to feel unity with the organization. Therefore, organizational leaders need to create new ideas and actions to suit their objectives. To do so, it suggests that it is important to create a horizontal organizational structure in which fresh views can be derived rather than a vertical organizational structure that follows only the command system.

An Effects of Organizational Cultural Perception Gap on Organizational Effectiveness: Examination of Psychological Mechanism (조직문화에 대한 구성원들의 인식차이가 조직유효성에 미치는 영향: 심리적 메커니즘 검증)

  • Shin, Soo-Young;Park, Ji-Sung
    • The Journal of the Korea Contents Association
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    • v.20 no.4
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    • pp.416-426
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    • 2020
  • The purpose of this research is to explore the relationship between organizational cultural perception gap and organizational effectiveness. it has rarely been studied in the academia. The research of the organizational cultural perception gap provides entrepreneurs directions on how to manage a company. Since previous studies have been focused on cultural type or strength, this study aims to suggest managerial implication in detail by analyzing present-ideal gap. Furthermore, this study would discover how it is different according to a psychological mechanism. The empirical results of 134 employees showed that the organizational cultural perception gap (i.e. Clan) had a negative effect on job satisfaction and affective commitment. In order to reduce the negative effects of organizational cultural perception gap, it is necessary to reach an agreement with members on organizational culture, which is ideal for organizational level, and understanding the members' internal motivations is important for proper organizational management.

Effect of Career Commitment and Professionalism of Perioperative Nurses on the Organizational Commitment (수술실 간호사의 경력몰입과 전문직관이 조직몰입에 미치는 영향)

  • Yoon, Kesook
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.15 no.12
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    • pp.7193-7203
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    • 2014
  • This study examined the career commitment and professionalism of perioperative nurses and their impact on the organizational commitment. The subjects were 315 perioperative nurses who were attending the annual conference of the Korean Association of Perioperative Nurses. The data was analyzed by descriptive statistics, ANOVA, and stepwise multiple linear regression using the SPSS/PC 18.0 program. The average level of organizational commitment of the nurses was $3.04{\pm}.42$, whereas the level of career commitment and professionalism were $2.89{\pm}0.67$ and $3.04{\pm}0.29$, respectively. Both factors were found to be influencing factors on the organizational commitment. These variables explained 37.3% of the variance of organizational commitment, and the career commitment (${\beta}$=0.395) was a more influential factor than the professionalism (${\beta}$=0.298).

A Study of the Causal Relationship among Organizational Fairness, Organizational Trust, Organizational Cynicism, and Organizational Commitment: -Combined Examination on Effect of Social Workers' Perceived Work Value- (사회복지사의 조직공정성인식, 조직신뢰, 조직냉소주의와 조직몰입의 통합적 관계에 관한 연구 -일 가치감 효과에 대한 결합 분석-)

  • Kang, Chul-Hee;Joo, Myung-Kwan;Lee, Sang-Chul
    • Korean Journal of Social Welfare
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    • v.64 no.1
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    • pp.31-52
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    • 2012
  • This study has three objectives. First, it examines the relationship between organizational fairness and organizational commitment perceived by social workers in Korea. Second, it simultaneously examines mediating effects of organizational trust and organizational cynicism in the relationship between organizational fairness and organizational commitment. Third, it also examines the effect of social workers' perceived work value on the combined model by considering the unique characteristics of social work profession. This study employs the stratified cluster sampling method on social workers with more than two year work experiences in their current social service agencies that are located in Seoul and Kyungki province; finally it analyzes the responses from 564 social workers by using the method of structural equation modeling. This study has the following results: (1) there is a positive causal relationship between organizational fairness and organizational commitment perceived by social workers; (2) there is also a positive causal relationship between social workers' perceived work value and organizational commitment; and (3) in the mediating effects of organizational trust and organizational cynicism, there are no mediating effects in the relationship between organizational fairness and organizational commitment. This study discusses the importance of social workers' perceived work value and theoretical and practical implications of the results.

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