• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.438-444
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• 2016

Previous findings on Social Loafing indicated that Social Loafing explained the organizational commitment, that the lower level of Social Loafing they had, the higher performance they would have, and that it is a useful index for effectiveness of the organization. This study explored the Police Organizational culture & Organizational Commitment on Social Loafing. The Police officers' Police Officer's Organizational culture & Organizational Commitment and Social Loafing has been measured, and then how Organizational culture & Organizational Commitment affects Police Officer's Social Loafing has been examined. The study results may be used as a theoretical basis to assert the need of Organizational culture & Organizational Commitment to decrease the Police Officer's Social Loafing. Independent variable is Police Officer's Social Loafing and Dependent variable is comprises 2 categories; Police Organizational culture(The group culture, The hierarchical culture, The developmental culture, The rational culture), & the Organizational Commitment(Affective Commitment, Continuance Commitment, Normative Commitment). The result of analysis showed that The group culture & Normative Commitment influenced in Social Loafing(positive), and The Rational culture, Affective Commitment, & Continuance Commitment in Social Loafing(negative).

• Journal of the Korean Society for information Management
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• v.35 no.4
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• pp.285-308
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• 2018

Knowledge utilization is an activity directly linked to organizational capacity and is the most essential activity in knowledge management that is to produce new values. Thus, systematic and comprehensive understanding of factors and the environment that affect knowledge utilization are needed. The purpose of this study is to investigate the effects of information culture and organizational culture on knowledge utilization. For this, data were collected from 300 workers from 6 institutions including government-funded research institutes, libraries, and cooperation research institutes. This study analyzes the effects of six aspects of information cultures and four organizational culture types on knowledge utilization. The results show that information cultures(control, transparency, proactiveness) and organizational culture (The Clan Culture, The Adhocracy Culture, The Market Culture, The Hierarchy Culture) are significantly influential factors for the knowledge utilization. Based on results, this study provides the implication of knowledge sharing in the organizations and suggests further studies.

• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.497-508
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• 2016

The purpose of this study is to investigate the effect of organizational culture on subjective well-being in organization. For this, this study surveyed organizational culture and subjective well-being those 142 workers experienced. CVM(Competing Value Model) and COMOSWB(Concise Measure of Subjective Well-Being) were used to measure them. The results were as follows: First, organizational culture had a significant influence on the subjective well-being(p<.001) in the organization and explained it as 28.4%. Only group culture had a significant positive influence on the subjective well-being(p<.001). On the other hand, hierarchical culture, developmental culture and rational culture had no significant influence on subjective well-being. Second, organizational culture had a significant positive influence on satisfaction(p<.001) and positive emotion(p<.001), but had a negative influence on negative emotion(p<.05) which are the factors of subjective well-being, and explained them as 35.3%, 26.0% and 5.1%. Only group culture had a significant positive influence on satisfaction(p<.001) and positive emotion(p<.001), but had negative influence on negative emotion(p<.01). Based on the drawn results, this study provides practical and theoretical implications and suggests further studies.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.171-182
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• 2020

This study was intended to analyze the effects of Entrepreneurship on manufacturing(G-automobile) employees' Organizational Culture and Job satisfaction. A proposed model based on previous research was empirically tested via SPSS 25.0 using 349 valid samples collected from current employees of G-automobile Enterprises in Chang Won. The results of the empirical analysis are summarized as follows. First, Entrepreneurship(Innovativeness, Proactiveness, Risk-taking) had direct effects on Job satisfaction. Second, Entrepreneurship(Innovative, Enterprising, Risk-sensitive) had direct effects on Organizational Culture. Third, as a result of analyzing the effect of Organizational Culture on Job satisfaction, it was found that Organizational Culture(Development Culture, Rational Culture) had a significant positive(+) effect on Job satisfaction. The results of this empirical analysis are considered to be related to the rigid organizational culture of automobile manufacturing companies with many male-oriented field workers. In the future, research involving other automobile manufacturers is expected to be needed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.12 no.4
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• pp.201-215
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• 2017

The purpose of this study is to define the relationship between ethical management, organizational culture, and management performance in long-term care institutes for the elderly while identifying the level of ethical management, organizational culture, and management performance of caregivers and the impact and mediation of the relationships between them based on the hypothesis. The results show that caregivers in the Gyeonggi region scored 2.929 out of 5 in ethical management, 3.393 in organizational culture, 2.925 in organizational transparency and 3.185 in management performance. The levels of ethical management, organizational culture and management performance in caregivers are lower than those of welfare workers, social workers, and nursing assistants. This is due to their relatively low level of education, wages and working environment. This study determined that there is a significant relationship between variables in terms of correlation between ethical management, management performance, organization transparency, and organizational culture. Second, the authors adopted hypotheses that ethical management has a statistical effect on organizational transparency, management performance, and organization culture. Third, the authors concluded that organizational culture has a direct impact on organization transparency and there is a significant mediation effect between ethical management, organizational transparency, and management performance. Based on these results, we propose the following: First, ethical leadership at the core of ethical management. Second, awareness in organizational transparency. Third, balanced management performance. Fourth, a flexible organizational culture that can respond to ethical management environment must be established.

• International Area Studies Review
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• v.12 no.3
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• pp.391-415
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• 2008

This paper adopts a present basis of research on the Chinese characteristic culture of enterprise, phenomenon of learning, learning attitude and transferring of learning attitude, and forms a research model and hypothesis. There are three different types of Chinese enterprises basined on the research of Chinese intellectuals: legalistic organization, the ethic organization culture and seeking development organization culture, from which the legalistic organization culture has positive influence on the people level learning and structure level learning by the test of hypothesis. Ethnic organizational cultural has positive influence on the organization level; however, it never has any contributions to the people leanings. Seeking development organization culture benefits a lot to the people leanings, but it never has any positive influence on the organizational cultures.

• Journal of the Korea Institute of Building Construction
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• v.15 no.5
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• pp.501-506
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• 2015

Construction companies want to improve the abilities of field organizations for improving the performance of construction projects. It is possible to improve the performance of construction projects by managing the field organizational culture, due to the field organizational culture is concerned with the abilities of construction field organizations. Therefore, the purpose of this study is to reveal the influence of the field organizational culture on the performance of building construction projects. The results of this study showed that field organizational cultural characteristics influence on the performance of construction projects. Best performed projects have the higher characteristics of a consensus culture and rational culture, and worst performed projects have the lower characteristics of a development culture and consensus culture. In addition, the characteristics of rational culture and hierarchy culture effect on the performance in worst performed projects. This study is expected to help to improve the performance management system in construction field organization.

• 한국벤처창업학회:학술대회논문집
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• 2024.04a
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• pp.151-155
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• 2024

본 연구는 스타트업을 포함 중소벤처기업에 재직 중인 구성원의 직무만족과 소명의식을 높이기 위한 방안으로 GWP 조직문화의 필요성을 제안하고자 한다. GWP 조직문화는 구성원들이 자신이 근무하는 조직과 업무, 동료에 대해 애착을 갖고 자부심을 갖도록 조직 차원에서 이를 독려하는 문화적 풍토를 말한다. 이를 토대로 구성원은 일터영성(Workplace Spirituality)을 지각하고 더 나아가 직무만족과 소명의식을 느낄 수 있다. 일터영성에 관한 개념은 다양한 학문적 논의가 진행되고 있는데 중요한 점은 구성원들이 자신의 업무에서 의미를 추구하는 소명의식과 일터, 즉 조직에서 목적과 일의 의미를 타 구성원과 함께 공유하는 개념으로 요약할 수 있다. 그러므로 중소벤처기업에서 GWP 조직문화 조성을 노력한다면 구성원에게 자신의 업무와 동료에 대한 인식 그리고 일터 현장에 대한 의미와 소중함을 더욱 인식하게 하여 임직원의 일터영성을 일깨울 수 있을 것이다.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.599-614
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• 2022

The purpose of this study was to investigate the effect of organizational culture (group culture, development culture, rational culture, hierarchical culture) on job satisfaction based on the mediating effect of organizational trust on workers corporations. In particular, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. The results of the study of 8,615 workers in the manufacturing, financial, and non-financial industries in HCCP(Human Capital Corporate Panel) are as follows. First of all, the result of research showed that rational culture, group culture, development culture among organizational culture had a positive effect on job satisfaction. But, the hierarchical culture had a negative influence on job satisfaction. Second, rational culture, group culture, development culture among organization culture had a positive effect on organizational trust. But, hierarchical culture had a negative influence on organizational trust. Third, in the relationship between organizational culture and job satisfaction, the partial mediating effect of organizational trust was verified. In other words, although organizational culture directly affects job satisfaction, it indirectly affects job satisfaction through organizational trust. Fourth, it showed a significant moderating effect of communication between organization trust and job satisfaction. In other words, it was found that the group with high organizational trust in the relationship between organizational trust and job satisfaction had higher job satisfaction than the group without it. Finally, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. In other words, the indirect effect of organizational culture on job satisfaction through organizational trust is higher in the group with high communication capabilities. Through discussion and conclusion, the academic and practical implications, limitations, and research directions of this study were presented.

• The Journal of the Korea Contents Association
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• v.18 no.12
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• pp.595-610
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• 2018

It is becoming common that the lack of child care due to changes in social structure and family function should be serviced at society and at the national level. Interest in child care services in child care facilities also increased. The purpose of this study is to examine the effect of organizational culture on child care respect for young children's rights that is needed to improve the quality of child care services. The questionnaire was administered to 340 day care teachers working in day care facilities and statistical analysis was performed using SPSS 22.0 statistical program. An analysis of the impact of organizational culture on child care among infants and toddlers showed that development culture, rational culture, collective culture, and hierarchical culture, which are sub-factors of organizational culture, have statistically significant on day -to-day respect, and child- first interests. The degree of influence was shown in the order of development culture, hierarchical culture, and rational culture. In particular, the influence of group culture is very low, which has been proven to differ depending on the type of organizational culture. These results show that the organizational culture of child care facilities affects child care respect for young children's rights. In the end, we suggested the theoretical and practical implications of this study, presented limitations and future research directions.